Press Releases

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As a leading provider in the employment services industry, ManpowerGroup has long been recognised for their expertise in many regions of the world. Manpower allows access to these insights, via its press releases for the Manpower Employment Outlook Survey and other general industry topics.

To discover the latest Press Releases from ManpowerGroup, see below:

General Press Releases


21-08-18

Australian job seekers prefer human interaction over technology
HR tech yet to attract Australian candidates
ManpowerGroup Candidate Preferences Survey 2018

AUSTRALIA (21 August 2018): Australian job seekers are rejecting many of the technology solutions that promised to upend the HR market and prefer human interaction in the recruitment process, signaling that digital disruption of the sector has thus far failed to advance beyond online job ads. This is the key finding from the ManpowerGroup 2018 Candidate Preferences Survey, which asked 18,000 job seekers across twenty-four countries – including over 800 in Australia – about how and where they look for jobs and which technologies they prefer.

The findings identify a new group of job candidates known as Early HR Technology Adopters – those who have used at least three or more technologies in their job search during the past six months. This latest data reveals that although the rate of early HR tech adoption by Australian job seekers is consistent with the global average, sitting at 10 and 11 percent respectively, it is well below some of the most dynamic and innovative economies in the world, including India.

Global Comparison: Early HR Tech Adopter Candidates
Global Comparison: Early HR Tech Adopter Candidates

When it comes to technology, the survey found that social media job ads were most widely used by Australian candidates (23%). And while 21 percent have used a smartphone app to search or apply for a job, the adoption of other technologies by Australian job seekers has been slim. Only 10 percent have used text messaging to communicate with a potential employer, a mere 9 percent have completed a video interview and 6 percent have participated in a virtual job fair. Furthermore, while social media job ads were the most widely used of all HR technologies, the proportion of Australian’s making use of them was lower than the global average of 31 percent.

Candidate Use of HR Technology: Australia vs Global
Candidate Use of HR Technology: Australia vs Global

Most notable is the importance Australian candidates appear to be placing on human interaction. When asked what technology they preferred to use during the candidate experience, even Australia’s Early HR Tech Adopters – those most likely to use new technology for a job search – selected high-touch, in-person interviews as their number one preference (27%), with video interviews coming in at only 4 percent.

ManpowerGroup Australia and New Zealand Managing Director Richard Fischer believes this latest data shows that Australian candidates regard finding a new job as a highly personal process and are more comfortable with direct, face-to-face engagement.

“The survey reveals that when it comes to something as important as landing a new job, Australians want a personalised, high-touch process,” said Mr Fischer. “While Australian job seekers may use social media and smart apps at the beginning of their search, it is clear that they prefer human interaction once their application has been lodged.”

“For employers, this means that attracting the best talent continues to be dependent on engaging directly with candidates and adopting an approach to recruitment that puts the candidate at the centre of the process. While many efficiencies have been introduced in terms of HR technology, nothing has yet replaced the candidate preference for in-person interviews as the primary vehicle to determine right fit for a role and to gain insight into a company’s culture.”

The survey also found that while Australians prefer the personal touch, they have responded positively to the benefits of the initial online application process. Australia’s Early HR Tech Adopters submit 28 applications on average during their job search process compared to the global average of 18. The benefits of the online application are also recognised by those less inclined to use job-search technology, with the average Australian job seeker submitting 17 applications compared to the global average of 10.

“Overall, the message is clear. Australian job seekers prefer a recruitment process that starts with technology and leads to human interaction. Employers must be willing to find the right balance between the two and engage directly with candidates if they are going to attract today’s best talent.”


05-07-18

Australian employers winning the global war for talent
Worker preferences for ongoing training and flexibility provides insight into low wages growth puzzle

AUSTRALIA (5 July 2018): Australia’s response to the global skills shortage may provide part of the answer to stubbornly low wages growth as a commitment to training, upskilling and flexible work structures put local employers ahead of their global peers in the war for talent. This is one of many findings from the ManpowerGroup 2018 Talent Shortage Survey, which asked 39,195 employers around the world – including over 1,500 in Australia – about the extent to which a skills shortage was impacting hiring intentions, which skills are the most difficult to find, and the strategies being adopted to attract and retain skilled labour.

The latest data reveals that the number of Australian employers reporting a lack of skills as a major impediment to hiring has consistently trended down over the last five years, contrary to anecdotal reports, and is now sitting well below the global average at 34 percent. Furthermore, the results show that this decline has come as the number of firms investing in education and training in response to the skills shortage has tripled over the same period, as well as an increase in alternative work models, i.e. contract, freelance or part-time work. Meanwhile, the number of employers offering higher salary packages as a strategy for closing the skills gap has increased at a much slower rate of just 3 percentage points over the past two years. This Australian data is in stark contrast to the global talent shortage experience with 45 percent of all employers surveyed around the world reporting they can’t find the skills they need to fill vacant roles.

2008 – 2018 Talent Shortage Results: Global vs Australia
2008 – 2018 Talent Shortage Results: Global vs Australia

These findings follow earlier research from the ManpowerGroup Global Candidate Preferences Survey, which revealed a jump in the number of Australians preferring part-time work and flexibility over traditional employment arrangements. In comparison to their global peers who rated compensation as a key priority, Australians reported flexible working arrangements as their top motivator when making career decisions.

Richard Fischer, ManpowerGroup Australia & New Zealand Managing Director, believes this combination of research provides further insight into sustained low wages growth across the country.

“The number of Australians prioritising part-time work and flexible work arrangements over salary is on the rise,” said Mr Fischer. “Australian employers are steering ahead of global competition for talent by listening to worker preferences and increasing investments in the ongoing training of the current workforce while offering more schedule flexibility.”

“As a result, employers are feeling less pressure to increase wages as they meet other workforce needs.”

Australian employers report that the most difficult skillsets to find require a blend of both technical skills and human strengths and are responding with increased training and upskilling opportunities for their workforce. Skilled Trades ranked as the most in-demand role across Australia, followed by Sales Representatives and Engineers.

“It is time for a new approach to attracting, recruiting and retaining talent,” said Mr Fischer. “In addition to ongoing training and workplace flexibility, employers need to buy skills where necessary, borrow from external sources and help people with adjacent skills bridge from one role to another. We need to be builders of talent in order to create the jobs of the future.”

Top 10 Most In-Demand Roles in Australia
Top 10 Most In-Demand Roles in Australia

For more details on the talent shortages around the world, including an interactive data explorer tool, visit www.manpowergroup.com/talentshortage.


12-06-18

Australian hiring intentions upbeat to start new financial year
Australia records more than nine years of positive employment expectations
ManpowerGroup Employment Outlook Survey: Quarter 3 2018

AUSTRALIA (12 June 2018): Australian employers continue to report positive hiring intentions heading into the new financial year, but the national Net Employment Outlook (NEO) continues to hide significant differences across key sectors. Upbeat hiring intentions in the Services and Public Administration & Education sectors – two industries currently showing signs that wages are growing – have been offset by softer employment Outlooks in the Wholesale & Retail Trade, Finance, Insurance & Real Estate, and Mining & Construction sectors.

These are the results from the ManpowerGroup Employment Outlook Survey for the third quarter of 2018, which records a national Net Employment Outlook of +10% for Australia, signalling that more employers expect to increase staffing levels than not in the three months to 30 September. The survey collects data from over 59,000 employers in 43 countries, including 1,500 in Australia.

Australian Net Employment Outlookk

The strong national result remains relatively stable when compared to the previous quarter and this same time last year. An increase in staffing levels is anticipated across all seven industry sectors and seven of eight regions during Q3 2018.

These survey results follow the release of data from the Australian Bureau of Statistics (ABS), revealing a patchy performance for wages growth. The ABS data highlights that while wages growth remains weak across the economy, a number of industry sectors including public administration, education and health care – the same sectors reporting the strongest hiring intentions in this latest ManpowerGroup Employment Outlook Survey – recorded relatively strong growth in wages.

The Services sector, which includes Healthcare, reported the strongest hiring intentions for the third quarter of 2018 with an NEO of +13%, followed by Public Administration & Education with an Outlook of +12%. The weakest employment Outlook was reported by the Wholesale & Retail Trade sector with an NEO of +5%, a decrease of seven percentage points quarter-over-quarter and a dip of two percentage points year-over-year. A slight decline was reported in the Finance, Insurance & Real Estate sector, down three percentage points when compared to Q2 2018. The Mining & Construction sector, though relatively stable quarter-on-quarter, also reported a decrease of two percentage points when compared to the third quarter of 2017. However, despite these declines the employment Outlook remains in positive territory across all sectors.

Australian Employment Outlook by Industry (Y/Y)

Regionally, New South Wales reported the strongest employment Outlook of +15%, followed by Victoria at +12% and Queensland at +9%. The smaller states of Western Australia, South Australia and Tasmania reported both quarter-on-quarter and year-on-year declines but remain in positive territory. The most notable decrease can be seen in the Australian Capital Territory (ACT), down 10 percentage points when compared to Q3 2017. The Northern Territory continues to report the weakest hiring intentions of all states and territories with a struggling Net Employment Outlook of -1%.

Australian Employment Outlook by State (Y/Y)

The positive national Outlook continues to be powered by the nation’s largest organisations, reporting a Net Employment Outlook of +22%, a five percentage-point increase year-on-year. This solid result is double that of medium-sized organisations (+11%) and three times greater than small organisations (+7%).

ManpowerGroup Australia & New Zealand Managing Director Richard Fischer believes this latest data illustrates well-established trends in Australia’s labour market, particularly the rebalancing of the economy away from the Mining & Construction sector and the strength of large firms.

“The strength of Australia’s labour market is evident across the economy despite softer Outlooks in some sectors,” said Mr Fischer. “Rather than employment growth being dependent on one sector, such as during the Mining boom, we are now seeing a sustained positive Outlook across all sectors.”

“It is also notable that there is strong demand for labour from Australia’s largest firms; an ongoing trend for over two years now.”

Mr Fischer also noted that although wages growth was patchy across the economy, there are signs of improvement in sectors with the strongest third-quarter Outlooks.

“The latest ABS data revealed that while wages growth is weak overall, there is clear evidence of growth in industry sectors with strong and sustained demand for labour, including Services and Public Administration & Education. These are the same sectors reporting strong hiring intentions for the upcoming quarter.”

Across the Asia-Pacific region the strongest Outlooks are reported in Japan (+26%), Taiwan (+24%), Hong Kong (+17%) and India (+17%).

Asia Pacific Outloo


01-05-18

Australian employers expect automation to increase headcount
Skills key to survival in the digital age

AUSTRALIA (1 May 2018):

Australian employers are anticipating that the continued growth in automation will drive an increase in headcount over the next two years, requiring more people and more skills. This is in contrast to the current public debate that as companies go digital, jobs will be increasingly at risk. However, it is clear that automation is happening at different speeds across Australia, with key industries and functions likely to suffer while others gain.

These are the results from ManpowerGroup’s latest report – >Robots Need Not Apply: Human Solutions in the Skills Revolution – which surveyed 20,000 employers across 42 countries, including over 1,500 in Australia, on the impact of automation on headcount, the functions most impacted and the soft skills that are both of greatest value and hardest to find.

In response to the impact of automation, twenty one percent of Australian employers expect to grow their workforce while 62 percent plan to maintain current headcount over the next two years. This signals that digitisation will be a net gain for employment across Australia in the near-term, so long as job seekers have the right blend of skills required in today’s digital age.

Australian Impact of Digitisation on Headcount

Looking inside organisations, the impact of automation varies by function. Frontline and Customer-Facing roles, as well as IT functions, come out on top with anticipated headcount increases of 26 and 17 percent as companies start investing in the strategic combination of both human and digital skills. Contrary to this, Administrative & Office and Manufacturing & Production functions expect decreases of 25 and 14 percent as a result of automation.

With more and more Australian employers undergoing digital transformation, skills needs are constantly changing; making it difficult for companies to find the talent they need. The rise in consumerism and the value companies now place on customer service is increasingly evident and human strengths are more valued than ever before. In fact, more than half of Australian companies surveyed say communication skills, both written and verbal, are the hardest-to-find and the skills they now value most, followed by problem-solving and collaboration.

Most Valued Soft Skill Are Hard to Find in Australia

ManpowerGroup Australia Managing Director Richard Fischer believes that while today’s in-demand skills are quickly evolving in response to digitisation, this latest data demonstrates the positive impact that automation can have on the Australian labour market.

“Automation doesn’t have to be bad news,” says Mr Fischer. “Employment remains at one of the strongest levels in more than six years, making now a critical time for Australian employers to embrace digital change in order to identify the right mix of skills and talent to augment, rather than compete with, technology.”

“As employers, we can no longer rely on a spot market for talent. In today’s tech-driven working world with skills needs changing rapidly, Australian employers need to start thinking outside the box to help their employee’s upskill and remain employable. We need to create clear career paths and faster reskilling programs in order for companies and their talent to digitise at market speed.”

The best blend of high-tech and high-touch will be the combination of core human strengths with technical and digital know-how. Robots Need Not Apply: Human Solutions in the Skills Revolution offers practical recommendations to help employers adjust their workforce strategy to prepare for digital transformation.


13-03-18

Australian job outlook positive despite softening in key sectors
ManpowerGroup Employment Outlook Survey: Quarter 2 2018

AUSTRALIA (13 March 2018):

High demand for labour across the Wholesale & Retail Trade and Finance, Insurance & Real Estate sectors has kept Australia’s employment Outlook at one of the strongest levels in over 6 years. When compared to the same period last year, the Outlook remains upbeat despite notable declines in hiring expectations in crucial sectors such as Mining & Construction and Manufacturing.

These are the results from the ManpowerGroup Employment Outlook Survey for the second quarter of 2018, which records a Net Employment Outlook (NEO) of +10% for Australia, signaling that more employers plan to increase staffing levels than not heading into the second quarter of this year. The survey collects data from over 59,000 employers in 44 countries, including 1,500 in Australia.

Australian Net Employment Outlook, Q1 2012 - Q2 2018

The strong national result is unchanged compared to the same time last year but declines by three percentage points quarter-on-quarter. An increase in staffing levels is anticipated across all industry sectors and seven of eight regions during Q2 2018. Despite the overall positive NEO in Australia, hiring expectations are below average for the Asia Pacific region where the strongest Outlooks are reported in Taiwan (+26%), Japan (+24%) and India (+22%).

The latest data paints a picture of significant differences in hiring expectations across the country, both on a sector-by-sector basis and when compared regionally. Expectations in the Wholesale & Retail Trade sector have increased by seven percentage points compared to the same period last year, while employers in the Finance, Insurance & Real Estate sector report an increase of four percentage points.

However, these improved Outlooks have been offset by a softening in hiring expectations across a number of other key sectors. Employers in the Mining & Construction sector report a decline of four percentage points year-on-year, as have those in the Manufacturing sector. Similarly, employers in the Services sector report a decline of three percentage points compared to the same period in 2017. Despite the easing in the employment Outlook across these key sectors, all remain in positive territory.

Australian Employment Outlook by Industry (Y/Y)

The impact of a softer Outlook in the Mining & Construction sector can be seen in Queensland where hiring expectations are down three percentage points year-on-year as the state deals with an end to the frenetic pace of apartment building in Brisbane over recent years. Yet in Western Australia, where mining and construction are integral parts of the state’s economy, the employment Outlook has increased by two percentage points as the state begins to emerge from a housing downturn over the last 18 months.

Australian Employment Outlook by State (Y/Y)

ManpowerGroup Australia & New Zealand Managing Director Richard Fischer believes the national NEO of +10% is clear evidence of a strong labour market while noting that there are distinct differences across the country.

“The employment Outlook in Australia remains at one of the strongest levels in six years”, said Mr Fischer. “However, we continue to see variation across sectors and regions. Most notable is the easing employment Outlook for the Mining & Construction sector and the Manufacturing sector, while hiring intentions have picked up in the formerly subdued Wholesale & Retail Trade sector.”

“The improved employment Outlook in the Wholesale & Retail Trade sector is encouraging and suggests that businesses are confident consumer demand will hold up in 2018 as wages pressure builds in the economy,” Added Mr. Fischer.

Large and medium-size organisations have recorded both year-on-year gains of one and five percentage points, respectively. However, uncertain hiring plans are reported by small and micro-size businesses with employment Outlooks of -1% and -5%. The softer Outlook by small organisations may reflect concern around increasing headcount at a time when there is a growing debate about the need to increase wages across the economy.

Mr. Fischer also said that despite softening in key sectors the Outlook overall is strong and continues to be positive for hopes of wage increases in the coming quarters.

“The strength of the employment Outlook across the country continues to bode well for gains in household income over the coming year. While this may take some time to flow through the economy, there are clearly positive signs.”


12-12-17

Australia’s job outlook strongest in more than six years
Mining & Construction leads the way as Wholesale & Retail Trade continues to lag

AUSTRALIA (12 December2017): Australian hiring expectations have hit a six year high off the back of a strong labour market Outlook across the Mining & Construction, Finance, Insurance & Real Estate, and Services sectors and the states of New South Wales, Queensland, South Australia and Western Australia. However, the Wholesale & Retail trade sector has failed to match the gains of other sectors while the state of Victoria has recorded a slight decline in expectations year-over-year.

These are the results from the ManpowerGroup Employment Outlook Survey for the first quarter of 2018. The resulting national Net Employment Outlook (NEO) is +14%, signaling that more Australian employers expect to increase staffing levels than not heading into the first quarter of the new year. The survey collects data from nearly 59,000 employers in 43 countries, including over 1,500 in Australia.

This strong national result has increased by five percentage points since this time last year. When compared globally, Australia has recorded the strongest year-over-year gain in the Asia Pacific region and the third strongest gain across the 43 surveyed countries.

Australian Net Employment Outlook, Q1 2012 - Q1 2018

All states and territories, sectors and organisation sizes have recorded a positive Outlook for Q1 2018. Employers in the Mining & Construction sector report the strongest Outlook +23% as well as the strongest year-over-year gain of 16 percentage points. The healthy Outlook for this sector is also apparent in the states of Queensland (+15%) and Western Australia (+9%), where mining and construction are integral parts of these economies. Both states are in positive territory and have recorded strong gains compared to the same period 12 months ago.

The Services sector has a Net Employment Outlook of +19%, up eight percentage points year-over-year. The Finance, Insurance & Real Estate sector has a Net Employment Outlook of +15%, which is a five percentage point increase in comparison to Q1 2017.

ManpowerGroup Australia & New Zealand Managing Director Richard Fischer believes the latest data signals the underlying strength of the Australian economy and shows that all sectors are benefiting from the robust outlook although there are clear variations across the country.

“The employment outlook in Australia is now the strongest reported in more than six years and is showing no signs of slowing down as a rebound in the Mining and Construction sector adds to an already strong outlook in other key sectors such as Finance”, said Mr Fischer.

Australian Employment Outlook by Industry (Y/Y)

Of all states and territories, employers in New South Wales report the strongest NEO at +21%, up nine percentage points quarter-over-quarter and 10 percentage points year-over-year. However, the greatest increases have been recorded in Queensland and Tasmania, both up eleven percentage points since this time last year.

Australian Employment Outlook by State (Y/Y)

However, not all parts of the Australian economy have recorded such robust Outlooks or year-over-year gains. While the NEO for Wholesale & Retail Trade recorded a small quarter-over-quarter increase of two percentage points, the sector Outlook has remained unchanged when compared to Q1 2017. The Transportation & Utilities sector remains relatively stable year-over-year, but recorded a decline of five percentage points quarter-over-quarter.

“Conditions are most subdued in the Wholesale and Retail Trade sector as well as Transportation and Utilities,” explained Mr Fischer. “However, all states and territories, sectors and organisation sizes have recorded a positive outlook. This positions Australia well for a strong start to 2018.”

Mr Fischer also said the result signaled that wages pressure would start to build in the economy throughout 2018 and that employers would face a more competitive environment in which to attract and retain the best talent.

“With a low unemployment rate and a strong outlook, the labour market is rapidly approaching the point at which the war for talent will see wages pressure return to the economy. Employers will need to reset their focus in the New Year if they want to attract and retain the very best employees.”

Across the Asia Pacific region the strongest Outlooks are in Taiwan (+25%), Japan (+24%) and India (+22%). In the Americas the strongest Outlook is in the United States with a Net Employment Outlook of +19% while Brazil recorded the largest year-over-year gain of 13 percentage points. The Outlook is less positive across Europe, the Middle East and Africa where most markets have recorded either declining expectations year-over-year or negligible gains. Greece has recorded the strongest gain, up five percentage points since Q1 2017.



1 The Net Employment Outlook is calculated by subtracting the percentage of employers anticipating a decrease in hiring activity from the percentage of employers anticipating an increase in employment. Seasonal adjustment is then applied to the data.


15-10-17

Low productivity growth and high costs the weak links in Australia’s competiveness: report
Australia falls outside top ten countries on global competitiveness score

  • Australia has ranked 11th on a global index measuring the ease of sourcing, hiring and retaining workers and ranked 4th in the APAC region
  • Productivity and cost efficiency were the major factors contributing to Australia falling outside the top 10 ranked countries
  • India is set to surpass China as the largest workforce economy by 2020

AUSTRALIA (15 October 2017): Australia has fallen just short of a top 10 finish in a global ranking of the most desirable locations for employers, with productivity and cost efficiency weighing on the nation’s global competitiveness.

The ManpowerGroup Solutions Total Workforce Index (TWI) measures the ease of sourcing, hiring and retaining workers across 75 countries. The TWI uses a proprietary algorithm to assess 90 factors across four key categories for both contingent and permanent workers. Those categories are workforce availability, productivity, labour regulation and cost efficiency. The Index provides the first ever global ranking of the most favourable markets for employers to conduct business and hire staff.

The 2017 Total Workforce Index places Australia just outside the top 10 desirable countries at number 11. New Zealand ranked first followed by Hong Kong, Singapore, Canada and the United States (US).

2017 Total Workforce Index™ - Global Rankings
2017 Total Workforce Index™ - Global Rankings

Australia was inside the top 10 for two of the four categories; ranking 8th for workforce availability and 9th for regulation. Workforce availability is defined as a relative comparison of the available workforce in each country and the likely sustainability of that workforce based on emerging and aging workforce trends. The regulation ranking provides a relative comparison of how restricted the terms and practices of workforce engagement are based on a standard set of regulations.

Regarding productivity and cost efficiency, Australia ranked outside the top 10 for both. Productivity measures the number of hours an employer can compensate at base pay, while cost efficiency provides a relative comparison of wage, benefits, tax and operations metrics.

Productivity growth has remained relatively low over recent years in Australia in association with low wages growth. The TWI suggests low productivity and high operating costs are a potential disincentive for employers to enter or increase their presence in the Australian market.

Jamie Butterworth, General Manager, ManpowerGroup Solutions Australia, believes this first Total Workforce Index provides an important snapshot of Australia’s relative competitiveness and identifies key areas for improvement.

"Australia has established itself as a competitive and desirable market for employers," said Mr. Butterworth. "We have a robust regulatory environment that manages the interests of both employers and employees where the rule of law prevails. We also have a workforce that is well-trained and highly-skilled for the jobs of the future."

"However, there is still work to be done. In particular, we must find renewed enthusiasm for productivity growth, which is essential for a country that desires to be a high wage economy. Without productivity growth, Australia will simply price itself out of the market."

While falling just outside of the top 10 destinations for employers globally, Australia ranked 4th in the APAC region – where the majority of the world’s workforce is based – behind New Zealand, Hong Kong and Singapore.

Of interest to Australian policy makers and exporters will be the ranking of China where higher taxes and statutory burdens are decreasing competitiveness. Globally, China ranked outside the top 25 most desirable markets and outside the top 10 for cost efficiency, signaling that a long-run advantage in labour costs may be coming to an end.

2017 APAC Rankings

Meanwhile the ManpowerGroup Solutions report notes there is considerable upside for India where the workforce will exceed 900 million by 2020, edging it ahead of China as the world’s largest workforce economy. The research shows a disparity between working age population and the active workforce, suggesting India’s workforce is underutilised with considerable room for growth.

The report also draws attention to the informal workforce, defined as workers with no formal contract who earn compensation on a per-job or per-gig basis. These workers with no contracts are the real participants in the ‘Gig Economy’. According to the research, Australia has one of the smallest estimated informal workforces as a percentage of the total workforce at 6 percent. That is in stark contrast to countries like Vietnam (43%), Thailand (42%) and India (41%). It is also well below the average for all global regions, excluding North America.

2017 Total Workforce Index™ - Average Percentage of Informal Workforce by Region
2017 Total Workforce Index - Average Percentage of Informal Workforce by Region

However, a recent ManpowerGroup survey of over 9,500 people in 12 countries revealed that 92% of Australian respondents would consider alternative forms of work, including informal work such as freelance and independent contracting, for their next job. Australians view these alternative work models as an opportunity to earn extra money, learn new skills and do what they love in an environment that offers flexibility for one life rather than an ongoing balancing act between work and home.

Addressing these findings, Mr. Butterworth noted that, "It is now more critical than ever for employers to create flexible workplaces that can provide meaningful work and meet the demands of today’s modern workforce."

Mr. Butterworth also said that it was important for policy makers and employers to take the right message from the data. In particular, he stated that cost efficiency didn’t have to mean low wages especially when considered in relation to productivity.

"It is important to recognise that cost efficiency has a relationship to productivity and skills. If we have a highly-skilled workforce and strong productivity then higher wages can reflect that competitive advantage. But if we have low productivity then high labour costs can become a disincentive for employers to pursue growth in this market. It is incumbent upon all of us to ensure we build on the strong advantage that our local workforce provides."


12-09-17

Hiring intentions upbeat despite weakness in key sectors
Retail employers yet to find Christmas cheer

AUSTRALIA (12 September 2017): Hiring expectations for the last quarter of 2017 have failed to record a pre-Christmas bump despite remaining in positive territory as Wholesale & Retail Trade employers report a more subdued employment Outlook than the same time last year.

The ManpowerGroup Employment Outlook Survey for 4Q17 records a Net Employment Outlook (NEO) of +10% for Australia, signaling that more companies expect to increase payrolls than not heading into the last quarter of this year. The survey collects data from over 59,000 employers in 43 countries, including 1,500 in Australia.

The data reveals that hiring prospects have improved in six of the seven tracked industries compared to the previous quarter and nearly all states and territories have recorded an improved Outlook. However, comparisons to the same period in 2016 are not as favourable and the positive national Outlook obscures stark differences across the country.

Australian Net Employment Outlook, 2010 - 2017
Australian Net Employment Outlook, 2010 - 2017

The strong result is powered by the Mining & Construction sector and the Public Administration & Education sector, which are recording an Outlook higher than the national average and strong year-over-year gains. However, employers in the Finance, Insurance & Real Estate sector, Manufacturing sector and Services sector are all recording year-over-year declines in hiring expectations, despite their respective Outlooks remaining in positive territory. Expectations have declined in the Finance sector by five percentage points and are down one percentage point for the Services sector.

Particularly notable is the decline in expectations for the Wholesale & Retail Trade sector as it enters the pre-Christmas shopping period, which is usually regarded as its busiest time of the year. Hiring expectations are down four percentage points for 4Q17 compared to both the prior quarter and the same time last year.

Australian Employment Outlook by Industry (Y/Y)
Australian Employment Outlook by Industry (Y/Y)

ManpowerGroup Australia & New Zealand Managing Director Richard Fischer believes the latest data affirms the strength of the Australian employment market while pointing to some key differences across the country.

"Australian employers are signaling they intend to compete vigorously for talent as we head into the fourth quarter," said Mr Fischer. "Australia has now sustained seven years of strong hiring expectations."

"However, there are clearly some differences across the country with Mining & Construction continuing to help drive the positive Outlook while other sectors are more subdued. It is pleasing that the smaller states continue to report an improved Outlook. In particular, the Western Australian economy continues to show signs of recovering from the end of the mining boom."

Regionally, the Outlook in Western Australia has improved steadily for six consecutive quarters and is eight percentage points stronger from the same time last year. In fact, the forecast is now stronger than at any point since the third quarter of 2014, and showing signs that employer confidence may be recovering following the end of the mining boom. Elsewhere, hiring prospects have improved by four percentage points from the same time last year in South Australia, Queensland and Tasmania.

However, employers in Victoria, New South Wales and the ACT have all recorded declining expectations compared to the same time last year, down four, two and six percentage points respectively, although all still remain in positive territory. An even more severe decline is reported in the Northern Territory where hiring expectations are down seventeen percentage points. The Northern Territory is the only region where employers report negative expectations overall.

Australian Employment Outlook by State (Y/Y)
Australian Employment Outlook by State (Y/Y))

Within the Asia Pacific region, Australia has the second lowest result behind China at +8%. Japan’s employers report the strongest hiring intentions with a Net Employment Outlook of +23%. Elsewhere, employers in the United States report an Outlook of +17%.

Mr. Fischer said that overall Australia’s employment Outlook was both positive and stable and had avoided much of the volatility experienced in other countries. Furthermore, despite the subdued Outlook in the Retail sector the experience of past years made him hopeful that a pick up would occur closer to Christmas.

"Retailers are currently reporting more subdued expectations than a year ago. However, this is likely to improve as the critical Christmas shopping period gets closer resulting in strong competition for retail workers", said Mr Fischer.


21-08-17

Employment Markets 10 Years after the GFC
Special report: ManpowerGroup releases 10 years of global employment expectations data

AUSTRALIA (21 August 2017): Ten years after the start of the Global Financial Crisis (GFC), Australian employers are yet to recover their post-crisis enthusiasm for hiring in contrast to global peers and despite Australia avoiding a recession in over two decades. The post-crisis environment has also had a profound effect on job seekers with a growing preference for part-time work and flexibility, a trend particularly evident amongst older workers and millennials.

These are some of the findings from a review by ManpowerGroup Australia, examining ten years of data from its global employment survey. The ManpowerGroup Employment Outlook Survey collects data from 59,000 employers across 43 countries, including over 1,500 in Australia. The survey has been in existence for over 50 years and measures anticipated labour market activity and employment expectations for the upcoming quarter.

The ten-year review reveals that employment expectations of Australian businesses have remained in positive territory over the last five years but have not matched that of the United States, which went through a more severe downturn during the GFC. The data shows that whilst Australia’s employment expectations are robust, they have failed to recapture the post-crisis highs that resulted from the Government’s stimulus package.

Employment Outlook Data: US, UK & Australia
Employment Outlook Data: US, UK & Australia
The Net Employment Outlook is calculated by subtracting the percentage of employers anticipating a decrease in hiring activity from the percentage of employers anticipating an increase in employment. Seasonal adjustment is then applied to the data.

Rather than matching the trend of countries like the United States, the employment outlook data reveals that hiring intentions of Australian employers have matched that of commodity and agriculture-dependent economies such as Argentina, Canada and Mexico. Furthermore, whilst New Zealand experienced a greater decline in employment expectations post-crisis, the country has had a more robust rebound.

Employment Expectations: Commodity & Agriculture-dependent Countries
Employment Expectations: Commodity & Agriculture-dependent Countries
The Net Employment Outlook is calculated by subtracting the percentage of employers anticipating a decrease in hiring activity from the percentage of employers anticipating an increase in employment. Seasonal adjustment is then applied to the data.

Of concern for Australia’s economic outlook may be the employment expectations in China, a country which the Australian economy is dependent on. Employment expectations in China have remained in positive territory over the last decade but have consistently drifted downwards, suggesting employers are increasingly reluctant to take on more staff as the world’s largest economy continues to transition away from investment-dependent development.

The review of a decade’s worth of data also shows that workers have changed their own expectations about the nature of work. Recent candidate preference data reveals an increase in the demand for flexibility and part-time work. Over 40 percent of Australian job seekers stated a preference for part-time work in a recent survey, well above the global average of 36 percent. This reflects growth in the number of older workers not yet ready to retire but wanting to shift out of full-time work, as well as the priority given to flexibility by Gen Y.

Global Demand for Part-Time Work
Global Demand for Part-Time Work

Overall, the ManpowerGroup data reveals an uneven reaction from employment markets to the GFC. A number of countries, such as the United Stated and the United Kingdom, have experienced strong employment expectations over the last ten years despite being at the centre of the crisis, whilst other countries have experienced more subdued conditions. However, no market has been unscarred by the turmoil of a decade ago.


26-07-17

BABY BOOMERS & GEN Y COMBINE TO RESHAPE THE NATURE OF WORK
Demand for flexible work arrangements on the rise

AUSTRALIA (26 JULY 2017): The demographic weight of Baby Boomers and Gen Y is transforming the employment landscape as they demand increasingly flexible working arrangements, leaving the in-between generations to carry the load of full-time work. This is according to new research from ManpowerGroup Solutions, the global leader in innovative workforce solutions.

The Global Candidate Preferences Survey asked nearly 14,000 job seekers in 19 countries – including over 700 from Australia – what matters most to them in the job search process. The research reveals that the growing demand for flexibility is having a profound impact on the employment market as candidates increasingly prioritise part-time work, work-life balance and jobs that provide true meaning over traditional employment arrangements. In comparison to their global peers who rate compensation as a key priority, Australians say that flexibility, balance and type of work are their top motivators when making critical career decisions.

This research challenges common misconceptions about employment preferences, particularly part-time employment. Part-time work has grown rapidly over recent decades (from around 10 per cent in the 1960’s to around one-third currently). However, that growth has often been mistaken as something forced upon workers who would really prefer full-time work. The Global Candidate Preferences Survey shows that over 40 per cent of Australians prefer part-time work. This reflects growth in the number of older workers not yet ready to retire but wanting to shift out of full-time work, as well as the priority given to flexibility by Gen Y.

The survey also finds that power has shifted dramatically over the last five years from employer to job seeker as candidates make use of large amounts of information early in the recruitment process to cull companies from their list of preferred employers. This results in employers being denied access to the best talent and wasting money on recruitment strategies that candidates refuse to even consider.

Key findings include:

  • Work-life balance is a key issue for job seekers with over 40 per cent of Australians ranking schedule flexibility as a top priority. This signals that lifestyle factors are a core issue for job seekers. Furthermore, this issue is no longer just a priority for women with 40 per cent of Australian men stating flexibility is one of their top 3 motivations, up 12 percentage points in the past year.
  • Demand for part-time work is on the rise with 42 per cent of Australians stating this is their preference, one of the highest rates in the world.
  • Type of work is the highest ranking concern for Australian’s (68 per cent), indicating that opportunities for learning and advancement along with engaging work are core issues for candidates.
  • Company vision and mission are growing concerns for Australian job seekers with 34 per cent of respondents considering this information before submitting an application, compared to just 15 per cent in the prior year – a jump of over 100 per cent.

Jamie Butterworth, General Manager, ManpowerGroup Solutions Australia and New Zealand, argues that the research has important implications for employers and the broader Australian economy:

"There is now a growing pool of job seekers that prioritise part-time work, flexibility and meaningful employment over salary. This reflects changing demographics where older and younger workers are seeking non-traditional employment arrangements. It means part-time work will continue to rise and employers will need to consider this flexibility when creating the jobs of the future. It also means a smaller proportion of the community will carry the load of full-time work."

Mr Butterworth also believes the data is a powerful signal to employers that they need to recognise the changing balance of power in the workplace and adopt new strategies to attract the best talent. This means understanding the way job seekers use publicly available information to decide which employers they will consider. A failure to adopt the right strategies will not only result in companies losing the talent war, but also wasting large sums of money on ineffective recruitment campaigns.

"Easy access to information has changed the way individuals find jobs and jobs find individuals. As organisations across the globe continue to report difficulties filling roles, understanding candidate preferences is critical," said Mr Butterworth.

"Candidates worldwide want to be able to visualise themselves in an organisation. Identifying with a company mission, culture and commitment to corporate social responsibility is a key deciding factor in making a move. Employers need to recognise that their organisational success is dependent on more than just the HR department. Decisions about strategy, vision and values are critical weapons in the war for talent."


13-06-17

AUSTRALIA’S EASTERN EMPLOYMENT HUBS DECLINE AS REGIONAL STATES CATCH UP
ManpowerGroup Employment Outlook Survey Q3 2017

AUSTRALIA (13 JUNE 2017): According to the latest ManpowerGroup Employment Outlook Survey, Australian employers report fair hiring prospects overall for the upcoming quarter. Of the 1,501 public and private employers surveyed, 10 per cent anticipate an increase in staffing levels over the July to September timeframe, while the majority (83 per cent) said they expect no changes to their current workforce.

The resulting national Net Employment Outlook (NEO)1 is +9%, remaining unchanged both quarter-over-quarter and year-over-year.

Australia’s Eastern employment hubs are proving to be overshadowed by growth in other states, with hiring plans improving in four of the eight regions when compared with the third quarter of 2016. Hiring prospects have increased by two percentage points in South Australia and Tasmania, and by five percentage points in Northern Territory.

Western Australia employers are anticipating their strongest labour market in three years, reporting a considerable increase of 13 percentage points compared to last year at this time. This, combined with a year-over-year growth of six percentage points in the Mining & Construction sector, could signal a new wave of growth in Western Australia’s hiring prospects after experiencing declines in employment following the end of the mining boom.

However, hiring prospects also weaken year-over-year in four regions, most notably by four percentage points in Queensland and by three percentage points in both New South Wales and ACT. The results indicate a shrinking gap in employment growth rates between Australia’s regional capital cities, leading to a shift away from Sydney and Melbourne as the perceived leaders in business growth opportunities.

"While Sydney and Melbourne remain among Australia's most populated cities, it is interesting to see the rate at which they are growing in comparison to the recent labour market growth in Western Australia. Though the mining boom may be over, the emergence of technology, new business models and more agile ways of working are starting to level the competition for talent among employers across the country," commented Jamie Butterworth, General Manager, ManpowerGroup Solutions Australia and New Zealand.

Meanwhile, another shift is seen in the move away from small business employment towards enterprise employment. When compared with this time one year ago, hiring prospects improve by three and two percentage points for Medium and Large-size employers, respectively. Yet Small employers report a decrease of four percentage points and the Outlook for Micro employers is two percentage points weaker. These findings show that Australia, historically renowned for SME's, appears to be making a shift to big business.

There is a significant appetite and projection among enterprises to grow in this upcoming quarter, potentially reflecting interest in local expansion, mergers and acquisitions. More large businesses are also exploring the introduction of new departments and talent pools to address the need for new skills, such as digital, product development and customer experience management. As hiring plans continue to accelerate among businesses of this scale, there is an opportunity here for global enterprises to highlight Australia as a market for growth," explained Mr Butterworth.

Other key findings from the report include

  • Job seekers in the Finance, Insurance and Real Estate sector can expect a fair hiring climate in the third quarter of 2017. Hiring intentions remain relatively stable when compared with the previous quarter but decline by eight percentage points year-over-year.
  • The steady hiring pace is expected to continue in the Services industry, with employers reporting the strongest outlook of all seven sectors (+13%).
  • The most cautious hiring plans are reported in the Public Administration & Education sector, where the outlook stands at +5%.
  • When compared with the second quarter of 2017, employers report a decline of five percentage points in the Transportation & Utilities sector, while the Outlook is two percentage points weaker in the Manufacturing sector.

Overall, Australian employers continue to report moderate hiring plans for the upcoming quarter. Despite there being no change in the overall rate of growth compared to the second quarter of 2017, employers in all seven industry sectors and all eight regions are expecting to grow staffing levels. This demonstrates that although there may be a trend towards more cautious hiring strategies, Australian employment prospects remain stable." said Mr Butterworth.

1The Net Employment Outlook is calculated by subtracting the percentage of employers anticipating a decrease in hiring activity from the percentage of employers anticipating an increase in employment. Seasonal adjustment is then applied to the data.


19-12-16

STATEMENT FROM JAMIE BUTTERWORTH, GENERAL MANAGER MANPOWER AUSTRALIA & NEW ZEALAND

AUSTRALIA (19 DECEMBER 2016): This afternoon ManpowerGroup Australia was notified by the Department of the Environment and Energy that the Green Army, a Federal Government initiative that helps connect young Australians with meaningful work through environmental and conservation projects across the nation, will close as of 30 June 2018.

The Green Army has been running for two and a half years supporting environmental and Landcare related projects nationally, generating opportunities for thousands of individuals to participate.

Landcare Australia and ManpowerGroup have been working in partnership as a Green Army service provider to deliver many of these projects. Landcare Australia is a not-for-profit organisation and for over 25 years has worked collaboratively with federal, state and local governments, corporate partners and sponsors, and individuals, to build capacity for the Landcare community to better manage Australia’s crucial land and water assets.

The Green Army team at ManpowerGroup is extremely proud to have taken part in this initiative. We have completed over 100 projects across the nation under this program, with over 45 currently underway. Some of the Green Army key environmental metrics include:

  • 322,708 seedlings planted
  • 7,781 hectares of weed control
  • 374 Kg of native seeds sown
  • 55,447 plants propagated
  • 325 community engagement events
  • 141 kilometres of fencing installed
  • Over 160 faunae, pest and weed surveys completed

The communication from the Department of the Environment and Energy specifies that the Government is committed to delivering all announced projects. With this in mind, ManpowerGroup will continue to manage and oversee the committed projects with the usual high quality standards that have characterised its operations so far.

By the time the committed Green Army projects are delivered, ManpowerGroup will have engaged over 1,400 participants. Over 44 per cent of participants will have gone on to further employment or study in related disciplines, and 12 per cent of these participants have been Indigenous.

ManpowerGroup will also endeavour to keep Green Army participants updated with further detail as projects are delivered.


13-12-16

AUSTRALIAN JOB OUTLOOK POSITIVE FOR 2017, DESPITE A YEAR OF CHANGE AND MORE UNCERTAINTY AHEAD
ManpowerGroup Employment Outlook Survey Q1 2017

AUSTRALIA (13 DECEMBER 2016): As 2016 draws to a close and businesses set their sights on the year ahead, Australian employers appear to be keeping a level-headed approach to hiring despite broader economic and political uncertainty. This is according to the latest ManpowerGroup Employment Outlook Survey, released today, which shows that hiring intentions remain cautiously optimistic, with some job gains expected and almost 80 per cent of businesses intending to keep their headcount the same in Q1 2017.

The resulting national Net Employment Outlook (NEO) is +9%, down two percentage points from last quarter, and at the same level as this time last year.

Richard Fischer, Managing Director, ManpowerGroup Australia and New Zealand, reflected on the year that was and noted that businesses are again adopting a wait and see approach in terms of reacting to implications of macro issues.

“The hiring intentions forecast for the first quarter remains modest for the fourth consecutive year, suggesting that at the start of the year employers tend to wait and see how things pan out before making broader hiring decisions. Across the board, there is certainly some positivity, with 13 per cent of employers looking to bolster their headcount with additional hires, while the clear majority – 76% - are not intending to make any changes.

“If you look at what the last 12 months has bought from a macro political and economic perspective, it was certainly a year of uncertainty and change. We have had a double dissolution election in Australia, the ‘Brexit’ decision in the United Kingdom, and an American Presidential campaign. While there is arguably still some uncertainty around the impact of such events, business sentiment has been relatively stable throughout the year.”

A closer look at the Australian states showed Queensland employers reported the biggest drop in NEO quarter on quarter – down to +3% from +10% last quarter, and down from +8% this time last year.

Mr Fischer noted that the Queensland labour market remains weak, saying this is largely due to the end of ‘labour intensive’ construction across the resources sector.

“Queensland employers remain cautious in their hiring intentions heading into the new year – taking a ‘wait and see’ or ‘make do with what we have’ approach to hiring. The reason for this is three-fold – across the state a number of major construction projects have wrapped up such as BHP’s Caval Ridge mine; we are seeing falling commodity prices; and we have had weaker than expected retail growth, which has all led to a more subdued outlook. In regional centres this has also been exacerbated by the ongoing drought.

“The resources sector will remain a key driver of future growth, but the Queensland economy needs to manage the transition from construction to production in this sector. Outside of this sector there will be growth in residential construction, tourism and agriculture,” Mr Fischer said.

Other states that are predicting a slump in hiring intentions include Tasmania, with a NEO of +3%, down seven percentage points quarter on quarter and an overall drop in three percentage points year on year. The Australian Capital Territory has recorded an NEO of +9%, down five percentage points from the last quarter and an overall two percentage points from the beginning of 2016.

Across the industries, Transportation & Utilities – which had the strongest forecast across the industry sectors last quarter – is expected to be sluggish in the upcoming quarter – with its NEO dropping from +17% in Q4 2016 to +8%. This is the same figure reported at the beginning of 2016. At the same time, Finance, Insurance and Real Estate and Manufacturing both reported a drop of four percentage points, to +11% and +4%, respectively.

“We are again seeing the impact of automation in the manufacturing space, which is also having an impact in the Finance sector, with the rise of digital service offerings and automated roles. Companies across these sectors, like many others, are on the search for quality I.T. candidates that can drive the integration of tech within the business.”

Finally, despite a drop in quarter on quarter results for large businesses by two percentage points, year on year outlook has increased by two percentage points and sits at a respectable NEO of +17%. Small and medium businesses have recorded remain the same year on year, modest NEO figures of +7% and +9% respectively.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q4 2016 results

APAC Q$



15-11-16

Untapped 'retired' workforce could hold solution to talent shortage in Australia
New research from ManpowerGroup Solutions shows Australian employers can benefit from multigenerational workplace

AUSTRALIA (15 NOVEMBER 2016): Be it young or old, candidates often perceive their age as their biggest barrier to career development, new research released today by leading workplace solutions company, ManpowerGroup Solutions, reveals.

The survey – the fourth in a series from ManpowerGroup Solutions – polled 4,500 global job seekers from influential employment markets, including Australia, and probed their attitudes to job search and career progression. The report showed that when compared to global counterparts, Australians are more likely than American and British candidates to cite ageism as one of the top challenges they face in making career decisions – with 37 per cent of people in Australia citing ageism as a key barrier to overcome, compared to 34 per cent in United Kingdom and 26 per cent in the United States.

Commenting on the global differences Sue Howse, General Manager at ManpowerGroup Solutions, Australia and New Zealand, said, "Our latest candidate preference survey highlights that age is globally seen as a barrier for candidates, yet this is particularly true among Australian workers. Despite this perception, we know that employers who embrace candidates across a broad age spectrum, will benefit and are likely to create a competitive advantage in terms of addressing skills shortages."

Ms Howse noted that despite the clear anecdotal evidence of benefits gained from recruiting an older and more experienced workforce, there are very few big businesses in Australia who are seizing this opportunity.

"We know there are a number of ‘un-retirees’ or ‘boomerang workers’ – individuals who come out of retirement or return to work for a previous employer – who could currently fill open positions. In this context, embracing generational diversity to overcome talent shortages makes a lot of sense. Yet doing so often requires organisational change and this seems to hold some employers back from implementing it as a strategy.

"It’s not just about agreeing to hire older workers either. Employers need to be cognisant of intergenerational differences and accommodate work preferences of different age groups. For those who are willing to make the necessary adjustments at an organisational level, we know there will be a number of positive flow-on effects – from addressing skills shortages to creating diverse workplace cultures."

With a rapidly aging population and over 65s projected to increase in numbers from 3.5 million to 5.8 million over the next 15 years, the findings of the report also suggest that helping businesses to recruit an older workforce is an economic necessity. The research also follows a recent report suggesting an older workforce could deliver gains of $78 billion to the Australian economy through increased GDP.

Access to technical skills training
The survey also notes that a quarter (25%) of respondents feel their careers decisions are impacted by a lack of access to technical training. According to Ms Howse the projected 32% increase in university fees also underlines the importance of engaging an already educated and experienced workforce. She expanded, "If education costs soar as predicted the talent shortage will be exacerbated. And again there is a ready solution by re-engaging older workers who have elementary training in their field and the resources to upskill."

Through its Strategic Workforce Consulting services ManpowerGroup Solutions has developed strategies to harness the capabilities of an older workforce. Included in this are simple steps all employers can take.

  1. Open the door before they walk out of it. Planting the seed for future part-time work with employees who are about to retire opens the door for potential opportunities later on. Employers who broach the idea first can put their companies at the top of the list for returning talent.
  2. Leverage referrals. Providing incentives for un-retirees to refer other potential hires can also be a way to tap industry talent from competitive organizations.
  3. Align reward structures and emphasize flexibility. Flexibility is as important as compensation in recruiting and retaining boomerang workers. Phased retirement (gradually reducing the number of hours worked each week or the number of weeks worked over a given period of time) can also be a win-win strategy.

Concluding Ms Howse commented, "Developing a strategy for retaining and recruiting older employers makes excellent business and economic sense. We have an aging population, people are living longer and it is a reality that the pension age could foreseeably increase to 70 years. And considering the talent shortage this a viable solution for businesses of all sizes."

To learn more about ManpowerGroup Solutions’ global candidate preferences research and download the latest report, click here: Clocking Back In: BOOMERANG WORKERS


18-10-16

Australian talent shortage at lowest level since pre-GFC
ManpowerGroup’s Talent Shortage Survey reveals hardest roles to fill & how employers are addressing this

AUSTRALIA (18 OCTOBER 2016): ManpowerGroup today released its 11th annual Talent Shortage Survey, finding 38 per cent of Australian employers' report difficulties filling job vacancies due to talent shortages.

This year's result is down four percentage points from last year, making it the lowest level since 2007.

According to Richard Fischer, Managing Director, ManpowerGroup ANZ, the results reveal a slight softening in Australia’s labour market; with the percentage of employers struggling to fill roles dropping under 40 per cent for the first time in over nine years.

"It’s a positive sign to see this year’s results are at the lowest level since before the GFC, but that’s not to say there aren’t still challenges for employers when it comes to sourcing and securing the right talent. Looking at the current economic outlook for Australia, it’s unlikely this talent shortage figure will continue to drop significantly. Especially when looking at highly skilled industries such as the IT sector, where demand is likely to rise even further in the coming years as roles around integration of mobile application, solutions and cloud computing rapidly increase," said Mr Fischer.

The survey, of more than 1,500 employers in Australia, showed lack of experience (23%), lack of available applicants (21%) and lack of hard skills (20%) were the top three reasons why Australian organisations can’t fill positions.

"The World Economic Forum predicted that 35 per cent of core skills considered important in the workplace for employees will change between 2015 and 2020. More needs to be done by educational institutions, government and organisations to ensure we create a skilled workforce that can adapt to changing market demands and position us well for future economic growth," said Mr Fischer.

In terms of the hardest skills to find, for the tenth consecutive year, Skilled Trades ranked number one, with Engineers in second place, followed by Management/Executives and Sales Representatives.

"Skilled Trades has topped the list for difficult roles to fill for the past decade. Previously, this was linked to creation of roles through the mining boom. Now, although we continue to unwind from this period, we have shifted into a construction bonanza, driven by large infrastructure projects across Victoria and New South Wales. This has seen sustained demand for specialist Skilled Trades and Engineers," said Mr Fischer.

Jobs most in demand in 2016 in AustraliaJobs most in demand in 2015 in Australia
1. Skilled trades1. Skilled trades
2. Engineers2. Management/executives
3. Management/executives3. Sales representatives
4. Sales representatives4. Engineers
5. IT staff5. Technicians
6. Accounting and finance staff6. Labourers
7. Doctors and other non-nursing health professionals7. Accounting and finance staff
8. Technicians8. Drivers
9. Office support staff9. IT professionals
10. Drivers10. Office support staff

The survey also shows that 76 per cent of employers are responding to talent shortages by training and developing existing employees to fill open positions. According to Mr Fischer, the results indicate a new trend in recruiting focused on a candidate's ability to adapt and learn.

"Technology has shifted market demands and has dramatically changed the way we work. It’s not only reshaped existing roles but created completely new jobs that were unheard of only 10 years ago.

"With so many new fields emerging, it’s becoming increasingly more difficult for organisations to find the right talent with the needed experience. As a result, organisations are choosing to invest in upskilling and traineeships. If employers can’t find the perfect fit, they seek the 'teachable' fit and invest in their employees.

"We're seeing an increased importance on what we call 'learnability', which is the desire and aptitude to learn new skills. This attribute will help individuals become and stay employable throughout their career journey, and materialises a trend we believe will continue over the coming years," concluded Mr Fischer.

Summary of global results (by region)

For more details on the talent shortages around the world, including an interactive data explorer tool, infographics, videos and thought leadership articles, visit ManpowerGroup’s Talent Shortage web page at https://manpowergroup.com.au/services/ts2016/.


13-09-16

AUSTRALIAN JOB OUTLOOK POSITIVE DESPITE BROADER UNCERTAINTY
Manpower Employment Outlook Survey Q4 2016

AUSTRALIA (13 SEPTEMBER 2016):

According to the latest Manpower Employment Outlook Survey, released today, Australia’s hiring intentions are set to continue on a positive streak for the remainder of 2016. Of the 1,500 public and private employers surveyed, 18 per cent indicated they intend to increase their headcount over the October and December timeframe, while the majority (75 per cent) said they would not make any change to their current workforce.

The resulting national Net Employment Outlook (NEO) of +11% is up two percentage points from last quarter, and five percentage points from the same time last year.

Richard Fischer, Managing Director, ManpowerGroup Australia and New Zealand, said the uptick in hiring intentions is a sign that employers are increasingly impervious to political and economic instability that has preoccupied much of the news cycle this year.

“Change and uncertainty, both globally and locally, seem to have become the ‘new normal’. Yet despite recent events like the Federal Election, a further cut to interest rates, and Brexit, Australia’s employment prospects are set to remain positive in the next quarter. This suggests that businesses are becoming more adept at blocking out the noise around economic and political issues – a trend we noted in the previous quarter also which was also marked by uncertainty.

“There are also obviously other indicators that help temper business’ response against uncertainty such as a relatively stable unemployment rate and the avoidance to date of the expected abrupt slowdown of the Chinese economy.

“This isn’t to say there hasn’t been an impact due to uncertainty, but on the whole businesses appear to be getting on with it, with expectations to hire also driven by transformation projects within their own businesses,” said Mr Fischer.

A closer look at industries surveyed showed that job seekers can expect to find the strongest employment opportunities across Transport & Utilities sector, reporting a NEO of +17%, up four percentage points quarter-on-quarter and the strongest forecast so far reported in 2016. Employers in the Finance, Insurance & Real Estate and Services are also anticipating a steady hiring pace through the end of the year, with employers in both sectors reporting an Outlook of +16%.

“The transport and logistics industry is going from strength to strength. As sophisticated stock management systems become increasingly essential for these companies, largely introduced by overseas companies now operating here, they are seeking smarter and more efficient ways of working. This in turn is driving a need for additional resources to help them innovate and adapt to changing consumer demands,” said Mr Fischer.

Across other sectors, Mining and Construction continues to show encouraging signs due to the continuing property boom in the country, reporting a NEO of +9%, up four percentage points quarter-on-quarter and nine percentage points year-on-year.

“Construction is the main driver of growth in the Mining and Construction category. Residential property construction and large infrastructure projects, mainly in Victoria and New South Wales, are spurring growth. The $1.5 billion Victorian Infrastructure Package is driving significant investment in construction work across rail and major roads, while NSW is undergoing several station upgrades and major projects like the building of the WesConnex,” said Mr Fischer.

The survey also highlighted employers in Victoria are forecasting a respectable level of jobs growth into the final quarter of the year, with 20 per cent indicating an increase in staffing levels. This has resulted in a NEO of +15%, which is up three percentage points quarter-on-quarter and six percentage points year-on-year. The overall hiring mood in the Australian Capital Territory and New South Wales are also positive, with employers reporting NEOs of +14% and +13%, respectively.

“It’s not overly surprising seeing Victoria and New South Wales posting solid employment growth. Especially with major infrastructure projects being undertaken in these states, in addition to the fact that they also house many of the jobs from the Finance, Insurance & Real Estate and Services sectors, whose employers are anticipating a steady hiring pace for the quarter ahead."

Employers in Western Australia and the Northern Territory are also showing moderate job gains into the final quarter of the year, reporting NEOs of +2% and +6%, respectively. Similarly, South Australia’s NEO increased by five percentage points quarter-on-quarter to +9%, the most optimistic it has been since the second quarter of 2012.

“As we continue to unwind from the mining boom, we’re seeing businesses in Western Australia and the Northern Territory diversifying their services as they transition away from the mining industry. Essentially, the slight uptick in these regions shows that there is a progression towards ‘normalisation’ taking place as companies begin to re-emerge from the mining boom.

“Despite downbeat factors such as the closing of the steelworks, South Australia’s employment prospects are the strongest they have been since 2012. This may be in part due to the Defence Force’s decision to build Australia's 12 new naval submarines in Adelaide. The project is boosting confidence as businesses realise it may positively buoy other areas of the market and economy,” said Mr Fischer.

Meanwhile, employers in large businesses are expecting the strongest hiring environment with 27 per cent indicating they are looking to increase their headcount in the October to December timeframe. Medium and small organisations are also showing positive signs, reporting NEOs of +14% and +11%, respectively.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q4 2016 results

APAC Q$


22-08-16

New breed of employees – dissatisfied and always on the look-out for the next job
New research report from ManpowerGroup Solutions provides tips for retaining existing talent in today’s world of "Continuous Candidates"

AUSTRALIA (22 August, 2016) - New breed of employees – dissatisfied and always on the look-out for the next job

The survey – the third in a series from the world’s largest Recruitment Process Outsourcing (RPO) provider – polled 4,500 global job seekers from influential employment markets, including Australia. It found that while loyalty is one of the most desirable attributes in employees and potential employees, the rise of the Continuous Candidate can make retention a challenge for employers.

According to the research, 70 per cent of older Australian millennials, aged between 24 and 35, identify as Continuous Candidates, compared to only 30 percent of millennials between the ages of 18 and 24. >

Sue Howse, General Manager at ManpowerGroupSolutions, Australia and New Zealand, said "Career progression is the top priority for millennials who expect to rise rapidly through an organisation. If an employer is not meeting a candidate’s expectations or aspirations for advancement, it is likely they will actively look for the next opportunity."

'Every job is temporary' – the reality for Continuous Candidates

More than one in two (53 per cent) of Continuous Candidates in Australia believe every job is temporary, with 20 per cent of them applying to between three and nine jobs in the last six months. This is almost twice as many as their non-Continuous counterparts. At the same time, over half of this new breed of job seekers are likely to agree with the statement 'the best way to increase my compensation is by changing jobs frequently'.

"Overall, we found that Continuous Candidates are twice as likely to express dissatisfaction with their jobs. Gone are the days however of sticking it out in a job – churn is a much more accepted, if not expected, part of working life for these job seekers. Employers need to be aware of this and to actively address satisfaction through fostering continuous education, presenting career pathways, mentoring and other employee engagement tactics," said Ms Howse.

Moving up or moving out

While only 13 per cent of Australian Continuous Candidates report "opportunity for advancement" as the reason they look for new positions, 31 per cent indicate this is also a top three motivator when making career decisions. Other reasons candidates choose to move on include type of work (20 per cent), compensation (19 per cent) and benefits (18 per cent).

"Continuous Candidates are attracted to employers who can offer more than good remuneration. There is a need for companies to be proactive and transparent about their opportunities for advancements, as this is increasingly becoming important for the way candidates view employers," said Ms. Howse.

The job-hopping tech generation

With technology dominating every aspect of millennials' lives, it is not surprising that Continuous Candidates are comfortable with a range of unconventional interviewing methods, from Skype and Vine to group interviews and teleconferences. These job seekers are active on job sites and social media platforms such as LinkedIn. Employers should also note that the increased transparency and greater access to information is better enabling these candidates to understand a company's brand and culture.

For full research insights, and tips for retaining employees, as well as screening for new ones in today’s world of Continuous Candidates, download the research paper here.


07-07-16

One in five Australian job candidates brand-driven, led by Millennials
New research report from ManpowerGroup Solutions finds company brand and reputation is more important than ever to candidates

AUSTRALIA (7 July, 2016) - Half of Australian job seekers (48%) say an employer’s brand and reputation is more important today than it was five years ago, with Millennials leading the charge on being the most brand-driven candidates, according to new research by ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider, part of ManpowerGroup (NYSE:MAN).

The research of 4,500 global job seekers from influential employment markets, including more than 750 Australians, found that there has been a re-balancing of power between employers and individuals, with candidates better placed to accurately detect a company’s internal culture, core values and level of authenticity.

"With factors such as compensation and type of work becoming more standardised across companies, job seekers are looking at employer brand and reputation as a key differentiator that can help distinguish one from another," said Sue Howse, General Manager at ManpowerGroup Solutions, Australia and New Zealand.

Brand-driven candidates are Millennials who will actively seek out information on company brand

According to the research 21 per cent of surveyed Australians identify as being brand-driven, with Millennials between 25-34 years old the most likely group to be motivated by brand. Overall, the research also showed a strong link between being brand-driven and valuing corporate social responsibility (CSR) initiatives.

Brand driven candidates in Australia are eight per cent more likely than non-brand driven candidates (25% versus 17%) to actively source company brand information prior to an interview, whether that be through an in-house recruiter, hiring manager or using technology or social media. While digital mediums such as company websites, employer review sites and social media, are key information sources for brand-driven candidates, human interaction plays a crucial role in their information gathering process.

"Increased transparency and greater access to information is better enabling Millennials to gauge an organisation’s brand and culture more quickly and more thoroughly than ever before. If organisations aren’t proactively engaging with individuals in a positive way via various channels, candidates will make their own assumptions and decisions based on the information they do have."

Employer-employee trust and company reputation the most important aspects of company brand

More than eight in ten Australian survey candidates (84%) said ‘Employer-Employee Trust’ was the most important aspect of company brand, compared to 81 per cent globally. Australia also rated ‘Organisation’s Reputation as an Employer' significantly higher than the global average, at 76 per cent versus 70 per cent globally.

"Trust and reputation is built on what an organisation says it does, versus what it actually does. Building a culture of mutual trust internally and externally starts at the top. Leaders must “practice what they preach” and align their actions and behaviours to what they advocate," says Ms Howse.

"Encouraging and enabling an environment that allows employees to be positioned as company brand ambassador is vital to building a culture of mutual trust. Further, employers must recognise that employees today want to embrace the concept of "one life" – one that blends work and home life - hence remaining flexible and agile is vital to building mutual trust.

Ms Howse concluded, "The practice of publishing job ads and waiting for individuals to apply is archaic. Employers must tap into current employees – being the most credible and influential sources of information for candidates and potential new hires - to actively tell the brand’s story and live its culture both in real life and through social media platforms. Those who choose not to utilise these important resources, or fail to recognise their direct impact on company brand, risk being left behind."

For full research insights, and tips on how employers can improve their brand and reputation to attract and retain top talent, download the research paper, 'Brand Detectives' The New Generation of Global Candidates, here.


14-06-16

Moderate Australian hiring intentions reflect employer resilience
Manpower Employment Outlook Survey Q3 2016

AUSTRALIA (14 June 2016) - The latest Manpower Employment Outlook Survey results show that the steady increase in hiring intentions in Australia will continue into the third quarter of 2016. Of the 1,500 public and private employers surveyed,13 per cent indicated they are looking to hire over the July to September timeframe, while the majority (78 per cent) intend to make no change to their current headcount. Both figures remain unchanged since last quarter.

The resulting national Net Employment Outlook (NEO)1 of +8% is up three percentage points from both last quarter and the same time last year.

Richard Fischer, Managing Director, ManpowerGroup Australia and New Zealand, said the latest survey results points to employers seeing positive signs ahead despite some broader macro challenges and less upbeat economic indicators.

"The uptick in hiring intentions for the next quarter presents a picture of national resilience among businesses. Companies are largely looking to bolster their talent or maintain headcount – and this is in the context of some broader challenges such as stagnant wage growth, an uncertain national political landscape, and record low interest rates."

"It would appear businesses are blocking out the noise around economic and political uncertainty and getting on with executing their business plans. This is true of both large corporations as well as small to medium enterprises, which have been coined as the driving force of our economy."

"Further, we are seeing positive signs that bolster the argument of Australia’s transitioning economy, with growth flagged on the one hand in areas such as services, while on the other we are seeing a continued decline in the mining industry." Mr Fischer added.

The latest survey reveals a few bright spots for job seekers across the country. Employers in the Australian Capital Territory forecast the nation’s strongest hiring intentions and report an Outlook of +16%, up seven percentage points quarter-on-quarter and 13 percentage points year-on-year. Similarly, businesses in New South Wales and Victoria also indicated they will increase their headcount in the next three months, reporting NEOs of +12% and +11%, respectively.

The Northern Territory reported its weakest and third negative hiring outlook since the territory was first included in the survey in quarter two of 2004. It reported a sluggish NEO of -4%, down two percentage points from last quarter and down six percentage points from the same time last year.

"Employers in the Northern Territory in particular continue to feel the impact of the mining downturn and slow population growth," observed Mr. Fischer.

"While the majority of employers in the Northern Territory are not looking to change their headcount in the next three months, it will be crucial to help them transition its economy to new areas, which we believe will result in opportunities for the wider employment market."

Bleak prospects are also reported in Western Australia where the NEO stands at a weak -6%, although the third-quarter outlook represents a 10 percentage point improvement quarter-on-quarter.

Across the sectors surveyed, employers in Finance, Insurance & Real Estate for the eleventh consecutive quarter reported the strongest NEO of +15%. Hiring intentions jumped three percentage points quarter-on-quarter and the same time last year.

"While broadly the mining sector continues to decline as a major economic driver, the recent property boom and focus on infrastructure has led to the Mining and Construction sector seeing an uptick in hiring intentions, showing a 10 percentage point quarter-on-quarter increase in Outlook to +5%.

"Hiring is incrementally increasing and stabilising in construction and property across Australia as a result the growing number of infrastructure projects commencing after gaining approvals. This looks likely to continue given the current political and societal climate in particular," added Mr. Fischer.

Employers in the Wholesale Trade & Retail Trade sector are also anticipating a conservative hiring pace with an Outlook of +4% for next quarter, increasing by five percentage points quarter-on-quarter and by one percentage point year-on-year.

Meanwhile, employers in medium-sized businesses are expecting the strongest hiring environment in the July-September time frame, and the NEO of +11% represents a seven percentage point jump from the last quarter. Micro and smaller employers are also showing encouraging signs and reported NEOs of +2% and +9%, respectively.


1The Net Employment Outlook is calculated by subtracting the percentage of employers anticipating a decrease in hiring activity from the percentage of employers anticipating an increase in employment. Seasonal adjustment is then applied to the data.

Tag: @ManpowerGroupAU @ManpowerAU @ExperisAU #MEOS #Employment

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q1 2016 results

APAC Q$


24-06-16

Australian Millennials to work longer and harder than previous generations, will expect variety and career development

AUSTRALIA (24 May 2016) - ManpowerGroup (NYSE: MAN) – Australian Millennials are set to run career ultramarathons, will take lengthy career breaks along the way and place high importance on career development opportunities, according to ManpowerGroup’s report Millennial Careers: 2020 Vision.

The research of more than 19,000 Millennials across 25 countries challenges commonly held myths around Millennials’ work ethic and priorities. With Millennials making up one third of the global workforce by 2020, Australia’s Youth Unemployment Rate lingering at 12 per cent, and significant economic and technological change challenging the business landscape as we know it, employers must find new ways to entice and engage Millennials.

"This generation more so than any before them is keen to expand their skill sets and areas of expertise to align to future business need and fulfill their aspirations. Millennials want progression, but that doesn't have to mean promotion. Employers will gain most value from Millennials when they participate in and play a role in influencing their careers, like facilitating on-the-job learning and helping people move around the organisation to gain experience more easily" says Richard Fischer, Managing Director of ManpowerGroup Australia and New Zealand.

Long career trajectory with lengthy breaks

The research shows two thirds of Australian Millennials expect to work past age 65, 36 per cent expect to work beyond 70 years old and 11 per cent until they die. They are also working longer hours, with 14 per cent working more than 50 hours per week and 16 per cent working two or more paid jobs.

In place of a traditional ‘retirement,’ 88 per cent foresee taking career breaks longer than four weeks throughout their career with almost two thirds (62%) using the break for relaxation, travel or vacation. On the other hand, few women and men said they would take time off to support a partner in their job, reinforcing the trend towards dual-income households.

Career development key to retention and engagement

‘Opportunity’ is highly important to Australian Millennials, with three quarters saying that learning new skills is a top factor when considering a new job and 60 per cent indicating they’d prefer to stay with their employer for more than three years so long as they were provided with new opportunities.

Strong believers in the need for ‘ongoing learning,’ proven by their large investment in tertiary education and many having witnessed parents or older generations having gone through organisational restructures, means that 69 per cent are willing to spend their own resources to further training, 78 percent state ongoing skills development is critical to their future career and 17 per cent intend taking an extended career break for study purposes.

Open to disrupting work models

Longer career trajectories are inspiring different work models that disrupt traditional ways of working. While almost three-quarters of working Millennials are in full-time jobs today, over half say they’re open to new ways of working in the future - freelance, gig work or portfolio careers with multiple jobs, and thirty-four percent globally are considering self-employment.

For practical advice to help employers rethink their people practices for attracting, retaining and developing future talent, download the full report "Millennial Careers: 2020 Vision".


23-03-16

Self-driven candidates: Australian job seekers prefer to make career decisions on own
New ManpowerGroup Solutions report reveals insights for attracting & retaining talent globally

AUSTRALIA (23 March 2016) - Candidate motivations for changing jobs vary by geography and generation according to a global study by ManpowerGroup Solutions, the world’s largest RPO provider, part of ManpowerGroup.

As part of the global survey of 4,500 candidates across key global markets, ManpowerGroup Solutions surveyed nearly 790 Australian job seekers in order to identify trends and market-based differences around job search practices and motivators for change. The research paper, ‘Below the Surface: Emerging Global Motivators and Job Search Preferences,’ shows that while there are some universal motivators, analysis of the results exposes unique differences between markets and generations.

Sue Howse, General Manager of ManpowerGroup Solutions, said widening skills gaps and a competitive business environment makes it more crucial than ever for employers to understand exactly how to source key talent and what will motivate them to retain them over the long term.

“As the talent shortage grows, making it more difficult to find candidates with the right skills, businesses need to understand what job seekers are looking for. People with in-demand skills are making different career choices today based on lifestyle preferences and beliefs, which complicates traditional recruitment models and forces companies to think differently about their recruitment and workforce management strategies,” Ms Howse said.

The research shows that Australian candidates are most likely to make career decisions based on the ‘Type of Work’ (72%) and ‘Geographical Location’ (52%), indicating they want to ensure how their work integrates with their daily lives. Compared to their global peers, Australians are not as motivated by financial compensation (33 percent versus 54 percent) and rated the importance of ‘Company Benefits Offered’, ‘Opportunity for Advancement’ and ‘Company Brand/reputation’ much lower than global averages.

Looking at the Australian results specifically, candidates showed a preference for being self-driven when pursuing job opportunities, with 24 per cent preferring to complete the job search alone from start to finish rather than solely using a recruiter or head-hunter (5%) or tapping into their online social network (2%) or leveraging friends, family and colleagues (7%). Further, 41 per cent indicated preference to apply for jobs online via a laptop, desktop or smartphone.

Technology was also influential in the way Australian-based candidates like to source company information, with the company website and search engine results being the most favourable sources (56 per cent and 58 percent respectively), followed by sourcing information through a recruiter (23%) and social media networks (21%). Despite the preference for technology, use of mobile apps to source information trailed alternatives at just 5 per cent.

Speaking about generational differences that were revealed in the study, Ms Howse said: “This research can help employers understand how they can implement best practices to leverage global and local talent preferences to attract and retain top talent.”

Several generational differences were revealed in the study, including 40 per cent of Gen Ys indicating a strong motivation to advance versus just 27 per cent of Gen X’s. Perhaps unsurprisingly, Baby Boomers did not indicate ‘advancement’ as a key motivator for success, likely having already reached career maturity.

Australian job candidates remain wedded to traditional interview formats, with single, in-person interviews overwhelmingly preferred by Australian job candidates (67 percent), followed by in-person group interviews (12 per cent) and initial phone screenings with a hiring manager (11 percent). This is in stark contrast to more contemporary interview formats available through the use of technology, with just 4 per cent indicating preference for an interview via video conference technology and 2 per cent indicating preference for providing a video introduction.


08-03-16

Resource sector continues to haunt employers in Western Australia and the Northern Territory, as hiring intentions decline in Quarter 2
Manpower Employment Outlook Survey Q2 2016

AUSTRALIA (8 March 2016) - According to the most recent Manpower Employment Outlook Survey released today, Australian employers are taking a more cautious approach to hiring, with the National Employment Outlook (NEO) down four percentage points quarter-on-quarter to +4%, the weakest hiring intention in two and a half years.

Of the more than 1,500 employers surveyed across Australia, the overwhelming majority (78%) indicated they would make no change to their current headcount, while 13 per cent of employers indicated an overall increase to their workforce. The resulting national Net Employment Outlook of +4% is down four percentage points both quarter-on-quarter, and the same time last year.

Richard Fischer, Managing Director ManpowerGroup Australia and New Zealand said organisational expansion aligned to a business’s ability to meet future technological demand will be key moving forward.

“Nationally, businesses are repositioning for the future, and seeking efficiencies – leading to a short term reduction in hiring, and the outsourcing of core services."

“We are seeing heavy demand for specialist roles that improve the efficiency of businesses – across areas such as mobility and digital transformation, we expect this to continue into the foreseeable future.”

The survey highlighted increased opportunities quarter-on-quarter for job hunters in one region – South Australia - while employers elsewhere across the country have pulled back hiring intentions. South Australian employers hiring intentions rose one percentage point on last quarter to +3%, despite the negative sentiment regarding the state’s economy.

Mr Fischer said most states have seen only modest changes in employer hiring intention, with the exception of Western Australia.

“Across the nation there is an overriding wait-and-see sentiment permeating employer hiring intentions, that is until we look at activity in Western Australia. Here employers are still dealing with realignment following the resource downturn, towards the end of 2015 we saw job gains in the state and expect that the heavy reduction in the coming quarter is a result of ongoing restructuring, and inconsistent demand in the state due to market volatility."

“Employers in South Australia have reported the only increase in hiring intention on last quarter. The region has become more popular for national employers due to the relatively modest cost of living. It’s easier to attract mid-level talent in South Australia due to the ease of establishing oneself when compared with Sydney and Melbourne.”

Employers in Western Australia report the steepest decrease in hiring intentions of twenty percentage points quarter-on-quarter, to a NEO -16%, while those in the Northern Territory also report a decrease of six percentage points, with a NEO of -1%. Delving deeper into the regional results, the survey revealed positive hiring intentions across Queensland, Tasmania, Victoria, New South Wales and the Australian Capital Territory in addition to South Australia, with NEOs of +3%, +2%, +11%, +8% and +9%, respectively. However, employers across these regions all appear to be approaching hiring more cautiously, with stable or decreased NEOs across the board. Queensland employers report a decrease of four percentage points, while Tasmania and New South Wales employer’s intentions are down two and one percentage points, respectively.

A closer look at the data shows job seekers can expect to find the strongest employment opportunities across Services, Finance, Insurance & Real Estate, and Transport & Utilities, where employers record NEOs of +9%, +11% and +9%, respectively.

“The Finance, Insurance and Real Estate sector continues to outperform others; it follows that it offers the best prospect for those seeking employment. However, employers in the Services and Transport & Utilities sectors also report optimistic hiring intentions, with Transport & Utilities being the only sector to report an increase in hiring intentions,” Mr Fischer said.

“After a year-long period of subdued hiring intentions in Transport & Utilities we are starting to see this sector pick up again, driven largely by the lower oil prices increasing demand.”

Across other sectors, Mining & Construction continues to show signs of restructuring as employers report a NEO of -6%, down six percentage points quarter-on-quarter and twelve percentage points year-on-year. Employers in Wholesale Trade & Retail Trade also report a decrease in hiring intentions of six percentage points to an NEO of -1%. Employers in Public Administration and Manufacturing report more modest decreases in hiring intentions of four and two percentage points to NEOs of+4% and +3%, respectively.

Table 1. Net Employment Outlook Comparison by Region
 Q2 2016Quarter-on-Quarter ChangeYear-on-Year Change
NATIONAL+4%↓ (-4%)↓ (-4%)
SA+3%↑ (+1%)- (-/+0%)
QLD+3%↓ (-4%)↓ (-6%)
TAS+2%↓ (-2%)- (-/+0%)
VIC+11%- (-/+0%)↓ (-1%)
NT-1%↓ (-6%)↓ (-15%)
WA-16%↓ (-20%)↓ (-20%)
NSW+8%↓ (-1%)↓ (-3%)
ACT+9%- (-/+0%)(+13%)

Table 2. Net Employment Outlook Comparison by Sector
 Q2 2016Quarter-on-Quarter ChangeYear-on-Year Change
Finance, Insurance & Real Estate+11%↓ (-6%)↓ (-8%)
Manufacturing+3%↓ (-2%)↓ (-2%)
Mining & Construction-6%↓ (-6%)↓ (-12%)
Public Administration+4%↓ (-4%)↓ (-2%)
Services+9%↓ (-3%)↓ (-5%)
Transportation & Utilities+9%↑ (+2%)↑ (+3%)
Wholesale Trade & Retail Trade-1%↓ (-6%)↓ (-3%)

Table 3. Net Employment Outlook Comparison by Organisation size
 Q2 2016Quarter-on-Quarter ChangeYear-on-Year Change
Micro (<10)+4%+1%+3%
Small (10-49)+7%+0%-5%
Medium (50-249)+9%-2%+2%
Large (>250)+15%+7%+12%

Table 4. APAC Q2 2016 results
 Q2 2016Quarter+on+Quarter ChangeYear+on+Year Change
AUSTRALIA+8%+1%+1%
CHINA+7%+2%-4%
HONG KONG+15%+/-0%+/-0%
INDIA+42%+1%-1%
JAPAN+23%+/-0%+3%
NEW ZEALAND+13%+1%-14%
SINGAPORE+11%-1%-7%
TAIWAN+29%-6%-15%


24-02-16

Research finds IT security breaches up 38%; yet businesses ill-equipped to deal with the issue
32% of IT leaders identify security skills as most challenging to find

AUSTRALIA (24 February 2016) - A new whitepaper, from specialist IT recruiting company, Experis, has revealed information security breaches cost businesses $3.8 million USD (AUD $5.3 million) on average per breach.

Released today, Protecting Your Organisation in a Talent-scarce Market, based on research from Experis, warns the increasing sophistication of IT breaches - coupled with the growing deficit of talent with the skillset to tackle the issue - is posing a very real challenge to boards and their businesses.

According to the whitepaper, since 2014 the rate of security breaches has risen by 38%, and the cost of dealing with such breaches rose by 23% to $154 per compromised file. Suzanne Gerrard, General Manager, Experis and Greythorn says the findings bring to life what the business has known to be an issue for some time.

"Security breaches are making headlines regularly, and with the increased sophistication of the technology behind these breaches and the continued move towards remote working, businesses have been eclipsed by the situation."

Nearly a third (32%) of those surveyed identified information security as an in-demand and hard to find skill. This challenge is expected to increase for businesses with a recent study from Frost and Sullivan projecting the international talent deficit to reach 1.5 million by 2019 as demand climbs to 2.5 million.

Ms Gerrard suggests businesses will need to look at their resourcing, and in many cases break from the traditional mould of full time permanent staff to find the skills they need.

"Currently more than half of employers use only permanent roles; this model greatly reduces the ability of an organisation to incorporate fast-evolving technologies or react to emerging threats as needed."

"The shortage of information security talent is not going to ease, organisations need to be imaginative and innovative in finding ways to leverage the talent they can acquire in the most effective way."


21-01-16

New Ways of Working are Emerging, Yet Inequality and the Skills Gap are Widening
ManpowerGroup calls for new thinking in the labour market to capitalise on opportunities created by technological disruption and to address polarisation of the workforce

AUSTRALIA (21 January 2016) - The polarisation of the labour market is widening according to ManpowerGroup (NYSE: MAN) in its report published today: Human Age 2.0: Future Forces at Work. A perfect storm of structural and cyclical forces, from shifting demographics to rapid globalisation and technological revolutions, coupled with a highly uncertain business environment, is knocking labour markets out of sync. The result: High unemployment alongside unfilled jobs, rising productivity with stagnant wages, and economic recovery with declining upward mobility for many. The skills of the workforce are out of pace with business needs.

Bridget Beattie, Executive Vice President Asia Pacific Middle East at Right Management said, "In this time of certain uncertainty, a new world of work is emerging. Only those organisations with the agility and talent to adapt and capitalise on these new conditions will remain competitive. That is why having the right talent at the right time is more crucial to businesses than ever before. However, the shifting demographics and dynamics of the workforce, the growing power of employees, and the impact technology has had on the world of work is challenging even the most tried and tested talent management strategies of the past. In the Human Age 2.0, organisations need a different approach to workforce strategy if they are to win the talent war."

"The time is ripe for disruption and new thinking in the labour market," said Jonas Prising, ManpowerGroup Chairman and CEO. "The Human Age 2.0 need not be a battle of human versus robot. New jobs are being created, with many individuals able to take on more fulfilling roles, but they will require the training to do so. The Haves, those with in demand skills that can become more productive using new tools — in industries like IT or engineering — will continue to see wages increase. The Have Nots, with low or outdated skills, will see wages stand still or decline as that kind of work increasingly gets simplified or automated. Ultimately, the future is bright with opportunities and growth, but continued learning and skills development for human capital is essential."

Klaus Schwab, founder of the World Economic Forum mirrors Prising: “In the future, talent, more than capital, will represent the critical factor of production. This will give rise to a job market increasingly segregated into 'lowskill/lowpay' and 'highskill/highpay' segments, which in turn will lead to an increase in social tensions.

This new age of work will require a new playbook, and employers will need agility and talent to succeed. The Human Age 2.0: Future Forces at Work


10-12-15

The Key to Finding In­Demand Talent in the Future May Be Through Shared Talent Pools
ManpowerGroup Solutions explores practical solutions for addressing talent shortages by creating talent pools that are shared amongst competitors and centered on candidates’ experiences

AUSTRALIA (December 10, 2015) - ManpowerGroup Solutions, the world’s largest RPO provider, today released a new white paper, “Collaborating with Competitors: Sharing Talent Pools to Meet Workforce Challenges,” which explores the benefits of creating talent pools that are shared amongst competitors in the same industry.

“Companies may be in hiring mode, but the harsh reality is there is not enough talent to meet demand,” said Amy Doyle, Vice President of Strategic Client Solutions, ManpowerGroup Solutions. “With the shortage showing no signs of easing, and skills needs changing faster than ever, meeting growth objectives requires new ways of thinking, behaving and hiring.”

A new approach to hiring is needed, one in which talent has the opportunity to develop and thrive in agile environments while enabling growthoriented companies to maximize available talent.

ManpowerGroup Solutions has identified four critical factors to consider when developing shared talent pools:

  • Involve the right type of talent. With contingent labor, the cycle is fast, the perceived stakes are low and there are more workers available than ever before.
  • Focus on highly targeted initiatives requiring indemand skills. Initial models would likely involve targeted pilot initiatives focused on a particular skill or group of skills.
  • Design with talent in mind. A shared talent pool will generate longterm relationships between employers and talent, ensuring talent is continuously nurtured as part of a community.
  • Establish ground rules. This includes understanding roles not likely to be included, what happens when a fulltime offer is made, how and when talent can be accessed, and more.


10-12-15

MANPOWERGROUP ANNOUNCES EXECUTIVE LEADERSHIP CHANGES IN AUSTRALIA AND NEW ZEALAND
Richard Fischer will succeed Lincoln Crawley as Managing Director. Lincoln Crawley to continue as Strategic Advisor

AUSTRALIA (10 DECEMBER 2015) - ManpowerGroup (NYSE: MAN), world leader in innovative workforce solutions, has today announced the internal appointment of Richard Fischer as Managing Director for its Australia, New Zealand and New Caledonia markets. He will succeed Lincoln Crawley, who will continue with ManpowerGroup in a strategic advisory role.

Richard was the General Manager of Experis in Australia following the acquisition of Greythorn in June 2015. "I am honoured and excited to lead our business in ANZ with a portfolio of strong and connected brands and the impressive talent that enables us to create exceptional value for our clients and great opportunities for candidates", said Richard.

"It’s been a privilege to lead the ManpowerGroup business and after 18 enjoyable years I am pleased to continue to support our accelerated growth in a strategic advisory capacity", said Lincoln Crawley. "I am taking time off from business to focus on my health and will be working two days a week".

Ram Chandrashekar, ManpowerGroup President Asia Pacific and Middle East, said "Lincoln has been instrumental in building a successful workforce solutions business delivering high value specialist professional recruitment and leading the market in managed services, RPO and MSP. He has also developed an exceptionally talented leadership team across ANZ and will continue to be an invaluable resource as a strategic advisor."

"Richard’s experience and skills in building successful brands and his active role in shaping industry thought leadership will be a great asset to ManpowerGroup. He's an exceptional leader, passionate about our mission, committed to our principles and values, and knows how to build and grow a successful business", Ram said.

“Better prepared and better organized candidate pools can work,” Doyle said. “Companies willing to explore new workforce models, to collaborate in new ways with talent and with competitors, may find that longterm success lies in sharing the right talent.”


08-12-15

Australian employers hedging as local market remains volatile; the prevalence of contract roles continues to grow
Manpower Employment Outlook Survey Q1 2016

AUSTRALIA (8 December 2015): According to the most recent Manpower Employment Outlook Survey released today, Australian employers’ hiring intentions remain modest heading into the new year; with many looking to hedge risk with contract and temporary roles. The survey of more than 1,500 local employers found that while few (7%) intend to decrease their workforce in the coming quarter, the majority (76%) won’t be making any changes, while 15 per cent are looking to increase their headcount.

The resulting national Net Employment Outlook (NEO) of +8% is up one percentage point from both last quarter and the same time last year.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand said despite the recent positivity suggested by the falling unemployment rate Australian employers are remaining level-headed.

“The local job market has responded well to the change in national leadership, but it would seem the October unemployment figures are more optimistic than realistic. Recent economic commentary has been disproportionately optimistic following the release of the figures. We know the drop in the unemployment rate was largely unexpected which leads to questions around the integrity of the data and rationale used for Australia’s economic indicators. If we, as a nation, are to place such weight in these figures, we should ensure the data collection and reporting is robust and accurate."

“The national hiring sentiment has remained positive throughout 2015 and this confidence looks set to continue into the new year, but nonetheless, the first-quarter forecast remains modest, as it has for three consecutive years. Employers remain positive for the short-term, we are seeing many look to contract roles to ensure they are agile enough to respond to changes in the market, demonstrating a consistent level of cautiousness,” Mr Crawley said.

Tim Roche, Regional Practice Leader, Talent and Career Management at Right Management said that as well as being cautious, employers are responding to increasing demand for flexibility from employees.

“Many individuals today are looking for flexible job opportunities – whether that be part time, contract or project roles – that help them manage work with outside priorities and interests. These “portfolio careers” are becoming increasingly popular with people that have been on the treadmill for approximately 30 years and are now in a financial position to take on a mixture of paid and un-paid work. While it can take a little time to find the right balance and mix of activities, people should consider these types of employment models as potential opportunities to diversify their experience. Contract work can also be an excellent opportunity for experienced people to work for a company for a short amount of time, make an impact and then move onto something else.” Mr Roche said.

The survey reveals bright spots across the country with considerable uptick of employer hiring sentiment in the Northern Territory of twelve percentage points quarter-on-quarter to a NEO of +11%. Similarly, employers in Victoria and New South Wales reported NEOs of +11%, up two percentage points and stable quarter-on-quarter, respectively.

“Much of the anticipated hiring activity in the Northern Territory is project based, as is the case with New South Wales and Victoria. Recent investment in infrastructure projects has created hiring activity as projects kick off,” Mr Crawley said.

Queensland and Western Australia continue to adjust to the resources downturn with employers in both regions reporting an increase in hiring intentions, up one and three percentage points quarter-on-quarter, respectively.

“While we know Queensland is thriving due to a diversified economy, Western Australia is still seeing candidates exit the market, and salaries return to normality. This means employers are looking to fill roles as skilled employees move on, while readjustment following mining inflation is giving them more room to move.”

Only employers in Tasmania and the Australian Capital Territory report an overall decrease in hiring intentions, down five and two percentage points, respectively, to record NEOs of +4% in Tasmania and +9% in the ACT. South Australia remains stable quarter-on-quarter with employers recording an Outlook of +3%.

For job seekers the strongest opportunities are expected in Finance, Insurance & Real Estate, Services and Public Administration. Despite the real estate downturn, finance and insurance continue to anticipate a favourable hiring environment with employers in the sector reporting an NEO of +18%, down just two percentage points quarter-on-quarter. Hiring intentions for employers in the Services sector remain unchanged quarter-on-quarter at +13%, while Public Administration has seen a boost following the change in leadership, up six percentage points quarter-on-quarter.

Larger employers show signs of increased positivity heading into 2016, with nearly a quarter (24%) looking to increase their headcount, and just one in ten reporting they intend to decrease their workforce; the resulting NEO of +14% is up seven percentage points quarter-on-quarter. Smaller businesses, while all recording positive hiring intentions, are more subdued. Micro employers recorded the weakest NEO of +4%, while small and medium employers reported NEOs of +7% and +9%, respectively.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q1 2016 results

APAC Q$


04-12-15

Millennials will be the ones to finally level the playing field for women at work – but it will take another 13 years to achieve gender parity in the workplace

  • Consolidate: Planning and preparation that focuses on establishing baselines and setting a company up for success. Includes the basic, common-practice transactional metrics that ensure the operation is running smoothly.
  • Optimize: When recruiting strategy moves beyond the transaction and starts to look at issues that impact engagement, productivity and brand. Metrics are both quantitative and qualitative, and are linked to specific business objectives (including net promoter scores, candidate satisfaction, recruitment spend reductions, etc.).
  • Transform: The place for vision, made up of radical and bold metrics customized to the specific needs of an individual company (such as improved perception of employer brand, awareness of employer brand, improved perception of the industry, etc.).

AUSTRALIAN: 3 December 2015 ManpowerGroup (NYSE: MAN), the world’s workforce expert, today published global research revealing that 94% of Asia Pacific (APAC) business leaders believe Millennials will be the generation to finally achieve equal opportunities for women in the workplace. However, they estimate it will take another 13 years. APAC leaders are the most optimistic compared to American and European leaders who believe it will take 17 and 19 years respectively.

The report, “Seven Steps to Conscious Inclusion: A Practical Guide to Accelerating More Women into Leadership,” takes a deep-dive into generational, gender and geographical divides on attitudes to achieving gender parity and provides practical solutions to make progress faster. It draws on insights from more than 200 global leaders and identifies structural obstacles that need to be overcome.

Findings:

  • The most significant obstacle identified is an entrenched male culture, a barrier that both men and women acknowledge must change. Three-fifths (59%) of leaders interviewed said they believe the single most powerful thing an organisation can do to promote more women leaders is to create a gender-neutral culture, led by the CEO.
  • Flexible working is key to getting more women into leadership with two-fifths (42%) agreeing. This requires a wholesale rethinking of the workplace, particularly a shift in focus from presenteeism to performance.
  • No one is walking the talk or making the commitment: One-third (33%) of Millennial females said no one in their organisation is supporting women into leadership. At the same time, a third (32%) of male leaders, those with the power and influence to make change, said the responsibility is HRs, not theirs.

Bridget Beattie, Executive Vice President Asia Pacific Middle East at Right Management said, “It’s great to see leaders in Asia Pacific are much more optimistic about achieving gender parity in the workplace compared to their global counterparts. They believe that better policies will work and that encouraging and training women to take advantage of opportunities will stretch and develop leadership strengths. They also stress the need for companies to adopt a culture of shared power, driven from the top. These are encouraging signs, but now we need to start taking action to move closer to conscious inclusion, where people at all levels have the desire, insight and capacity to make decisions, do business and to think and act with conscious intent to include women in leadership.”

“It’s proven that the problem will not correct itself – we are stuck in a circular conversation,” said Mara Swan, ManpowerGroup’s Executive Vice President, Global Strategy and Talent and Co-Chair of the World Economic Forum’s Global Agenda Council on Gender Parity. “Getting more women into P&L roles will significantly help accelerate the talent and leadership pipeline, but this requires focus, discipline and commitment from the CEO down to make it happen. That’s why we commissioned this report - to help turn words into action.”

“Getting women into leadership isn’t just an ethical imperative. When half of the talent pool and half of consumers are female, it makes good business sense, achieves diversity of thought and better decision-making.” said Jonas Prising, CEO, ManpowerGroup. “CEOs need to own this. Accountability sits with senior leadership to create and champion a culture of conscious inclusion. Articulating a talent legacy, saying how things will change and by when, helps leaders realise the seriousness of this. True change takes time, focus and discipline.”

7 Steps to Conscious Inclusion Based on the research and ManpowerGroup’s own experience and commitment to gender parity in the workplace, ManpowerGroup has identified seven practical steps to accelerate organisations to the tipping point that will help them achieve conscious inclusion and eventually parity.

  1. Change yourself first – Believe it or don’t bother. Change must be authentic.
  2. Leadership has to own it, don’t delegate it – CEOs need to own the issue, it can’t be delegated to HR.
  3. Flip the question: Ask “Why Not?” – Challenge assumptions. Instead of saying “She doesn’t have the experience”, ask “what do we need to make it work?”
  4. Hire people who value people – They will optimise human potential and be open to strategies that support One Life.
  5. Promote a culture of conscious inclusion – Generic programs don’t work. Accountability sits with senior leadership and decision makers to promote a culture of conscious inclusion.
  6. Be explicit: Women when and where – Leaders must know exactly where women need to be to achieve gender parity at all levels and in every business unit.
  7. Be accountable: Set measureable objectives and achievable outcomes – Articulate a talent legacy – how things will change and what it will look like by when.

- ### -

About the Research
In August 2015, ManpowerGroup commissioned a global study of 222 Established and Emerging male and female Leaders, including 72 from ManpowerGroup, to investigate attitudes towards conscious inclusion of women in senior leadership roles. Leaders were split between 111 established C-suite executives and 111 next generation leaders aged under 45 reporting into the C-suite or two levels down. There was an equal balance of males and females, across 25 countries, providing regional perspectives from the Americas, Europe and Middle East and Asia Pacific. In-depth interviews took place between 7 August - 30 September 2015, totalling more than 130 hours of audio which were transcribed, translated and analyzed using a mixture of qualitative and quantitative methods.

About ManpowerGroup
ManpowerGroup® (NYSE: MAN) is the world’s workforce expert, creating innovative workforce solutions for more than 65 years. As workforce experts, we connect more than 600,000 people to meaningful work across a wide range of skills and industries every day. Through our ManpowerGroup family of brands – Manpower®, Experis®, Right Management ® and ManpowerGroup® Solutions – we help more than 400,000 clients in 80 countries and territories address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. In 2015, ManpowerGroup was named one of the World’s Most Ethical Companies for the fifth consecutive year and one of Fortune’s Most Admired Companies, confirming our position as the most trusted and admired brand in the industry. See how ManpowerGroup makes powering the world of work humanly possible: www.manpowergroup.com

Media contact
Lauren Knight
Buchan Consulting
lknight@buchanwe.com.au
03 9866 4722


19-10-15

ManpowerGroup Solutions Proposes New Model to Align Recruiting Strategy with Business Mission
In today’s data-driven world, new metrics are needed to fully measure recruiting success

AUSTRALIA (October 19, 2015) - ManpowerGroup Solutions, the world’s largest RPO provider, today released the white paper, "Recruiting Strategy Metrics: From Transactional to Transformational", which explores the need for metrics that yield strategic insights, versus ones that simply establish a baseline and measure improvements over time.

Transactional metrics (such as time-to-fill, time-to-hire and cost-per-hire) remain important, as they allow employers to establish early success measures. However, many employers and recruiters have relied exclusively on these traditional metrics, resulting in missed opportunities to raise the bar. Transactional measures reveal quantity, not quality, which suggests the need for something more.

"As employers become more comfortable with the use of data, and as even more data becomes available, there is an opportunity to expand the traditional view of metrics to address much larger questions of employee performance, productivity and engagement,” said Susan Howse, General Manager, ManpowerGroup Solutions Australia. “Ultimately, data should be used to measure alignment with corporate culture, brand and customers."

To incorporate the use of data in measuring recruitment strategy success, ManpowerGroup Solutions proposes a new measurement model, which consists of three phases:

  1. Consolidate: Planning and preparation that focuses on establishing baselines and setting a company up for success. Includes the basic, common-practice transactional metrics that ensure the operation is running smoothly.
  2. Optimize: When recruiting strategy moves beyond the transaction and starts to look at issues that impact engagement, productivity and brand. Metrics are both quantitative and qualitative, and are linked to specific business objectives (including net promoter scores, candidate satisfaction, recruitment spend reductions, etc.).
  3. Transform: The place for vision, made up of radical and bold metrics customized to the specific needs of an individual company (such as improved perception of employer brand, awareness of employer brand, improved perception of the industry, etc.).

To identify that a transformational model truly exists, the following characteristics should be present:

  • Flexibility: Every initiative should have different metrics, depending on the pain points for the company or department.
  • Innovation: RPO can uniquely contribute to brand-building exercises; they should also be at the cutting edge of thinking about how they can impact the mission.
  • Agility: The RPO team should have the ability to pivot – if they’re unable or unwilling, they probably aren’t the right provider.
  • Multi-Speed Readiness: Solutions need to align with readiness in different areas of the business.
  • Feedback Loops: Any effective strategy should build in feedback loops, ensuring RPO providers have the information they need to evolve their approach as necessary.
  • Governance: A transformational recruiting solution needs to have support and guidance from the top.

"Transactional metrics will always have value, but in today’s data-driven world, they represent the floor, not the ceiling," Howse said. "The real opportunity now is to take metrics to the next level and align them with employee engagement and productivity – now and in the future."

To download "Recruiting Strategy Metrics: From Transactional to Transformational," click here.

For more information on ManpowerGroup Solutions, visit www.manpowergroupsolutions.com


22-09-15

Australia ranked 11th globally in ManpowerGroup Solutions 2015 Contingent Workforce Index
Australia’s regulatory environment proves third most favourable for contingent workforce solutions

AUSTRALIA (September 22, 2015) - ManpowerGroup Solutions has released its third Contingent Workforce Index (CWI), which tracks the relative ease of sourcing, hiring and retaining contingent workforce in 75 countries. The research found Australia is a relatively receptive market for a contingent workforce, ranked 11th globally and 7th in the APAC region.

In a breakdown of specific criteria, when it came to Workforce Availability and Workforce Regulation Australia ranked 3rd globally, indicating a relatively favourable regulatory environment and skilled and sustainable workforce.

In this latest report, New Zealand takes the top spot, demonstrating the most optimal characteristics for use of contingent labor: Availability, Cost Efficiency, Regulation and Productivity. The U.S. remains in second place for the second consecutive year, and Canada moves from seventh to third. Rounding out the top five are Hong Kong and Israel. China and India moved down on this year’s rankings, shifting from third to 21st and from sixth to ninth, respectively, due to input from global employers who have consistently placed more value on the quality of the workforce over the volume of available workers.

"This year, the shifting priorities of clients had a greater impact on the CWI rankings than ever before," said Susan Howse, General Manager, ManpowerGroup Solutions.

"Business leaders are paying more attention to talent shortages, particularly the potential for a shrinking workforce due to an ageing population. Rising in importance is a population’s English proficiency, given the increased costs that result when proficiency is low. These shifting priorities have resulted in major swings among the most optimal markets for businesses seeking to use a contingent workforce, and the Index is a great tool for ManpowerGroup Solutions and our clients for determining where to expand business operations."

REGIONAL RANKINGS

  • APAC: China showed the biggest movement in the region, falling from second in 2014 to 10th this year. The key driver of this movement is the increased emphasis on English Proficiency and educational parameters.
  • AMERICAS: The overall CWI rankings in the Americas region remained relatively constant from 2014 to 2015, with the U.S., Canada and Chile remaining in the top three positions for the region.
  • EMEA: There was significant movement in the EMEA rankings this year. Israel moved from fourth to first, Ireland from sixth to second, the UAE from first to third and the UK from second to fourth. South Africa, which was previously one of the top three countries, dropped to sixth place, driven by a drop in both the Regulation and Cost Efficiency categories.

To view the 2015 Contingent Workforce Index, visit ManpowerGroup's Research Centre.

About the Contingent Workforce Index
Countries included in the CWI are assessed on more than 50 unique market conditions and statistics that influence contingent workforce conditions. Using a proprietary formula, countries are ranked on their overall environment for contingent workforce engagement across four categories: Availability, Cost Efficiency, Regulation and Productivity. Each category can be weighted differently depending upon the strategic priorities of an organization.

The 2015 CWI was refined and enhanced to ensure the analysis and results reflect the constantly evolving world of work trends. Based on experience and insights developed from work with clients, new market dynamics are included in this year’s report, including gender diversity, cost of doing business, additional geopolitical considerations and the days in a standard work week. In addition, the rankings were impacted by a substantial increase in the weighting of English proficiency, as well as shifting the educational weightings to focus more on the tertiary education within the workforce. These adjustments resulted in declines for countries with large populations and pools of contingent labor, such as China and India, while elevating certain markets, like Israel and Ireland, where there are stronger skills and demographics among the emerging workforce.

The report provides unparalleled insights into contingent workforce planning, which helps organizations develop short- and long-term business and workforce strategies, from expanding MSP programs internationally, to capacity planning and global sourcing.


08-09-15

Australian employers expect modest workforce gains: four in five employers intend to maintain current staff heading into Quarter 4
Manpower Employment Outlook Survey Q4 2015

AUSTRALIA (8 September 2015): According to the most recent Manpower Employment Outlook Survey released today, four in five employers aren’t considering any changes to their current workforces heading into the coming quarter. Of the more than 1,500 employers surveyed across Australia, a record breaking 80% indicated they would make no change to their current headcount. However, the fourth-quarter research indicates there will be some opportunities for job seekers in the months ahead, with 13% of employers intending to hire, and only 6% indicating they will be decreasing their headcount.

The resulting national Net Employment Outlook (NEO) of +7% is up one percentage point quarter-on-quarter, and down three percentage points on the same time last year.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand said the modest movements are reflective of the current state of the economy, but the lower levels of employers reducing their headcount is a positive sign.

"Before this year the most significant ‘no change’ figure we had seen was in 2004, when we saw 74% of employers enter a hiring holding pattern. The increase to 80% is a significant indicator that more employers are satisfied that their present headcounts are adequate to meet current demand. That’s good news for those content with their current jobs, and for those looking for a job or looking to change jobs, keep in mind that the fourth-quarter forecast does point to some opportunities in the months ahead. There are employers who intend to hire, but the job search may take a little longer than it has in the past."

"While hiring plans are weaker than historic norms, the fourth-quarter results are not unexpected when one considers the effect that current commodity prices and shifting economies across Asia, specifically in China, are likely to have on job growth throughout Australia," added Mr. Crawley.

Across the country there are a few bright spots, employers in the Australian Capital Territory saw a moderate six percentage point increase in hiring intention to record an NEO of +10%. Employers in Western Australia reported the same increase of six percentage points, resulting in an NEO of +0%.

"The market in WA remains volatile. During the peak of the mining boom we saw the population increase by nearly 3.5%, this creates demand across all sectors, which isn’t sustainable during the wind down."

"Rather than job creation in the state, we are seeing people exit the WA market, which is creating vacancies, particularly in the less specialised roles that are in more constant demand. There is still demand for project based work in WA, and the current market shows signs of having hit its lowest point. We anticipate it will plateau here before looking to recover."

Employers in Queensland and Victoria both recorded NEOs of +8%, stable quarter-on-quarter, while employers in Tasmania reported a modest increase of three percentage points to +9%.

"Queensland, being a diversified economy, is faring better than both Western Australia and the Northern Territory as the resources sector continues to contract. It is also being buoyed by infrastructure activity, particularly as preparation for the Commonwealth Games kicks off."

South Australia and the Northern Territory were the only regions where employers reported a decrease in hiring intention, down one and three percentage points, to record NEOs of +3% and -2%, respectively. Employers in New South Wales recorded a moderate increase of four percentage points, to record an NEO of +10%.

"New South Wales continues to be buoyed by domestic and commercial development activity, and continued government investment in infrastructure," Mr Crawley said.

Positive forecasts are reported across all of Australia’s industry sectors. Finance, Insurance & Real Estate employers continue to offer job seekers the most promising prospects recording a NEO of +20%, up one percentage point quarter-on-quarter. Services remained unchanged quarter-on-quarter, with employers recording a NEO of +12%, the second strongest across the sectors.

Employers in Public Administration were the only to report a decrease in hiring intention, down two percentage points to record an Outlook of +1%. Employers in Manufacturing and Wholesale Trade & Retail Trade both recorded increases of four percentage points quarter-on-quarter to record NEOs of +5% and +7% respectively. Transport & Utilities has also see a modest increase in hiring intention of two percentage points, to an Outlook of +7%.

"Industries that are impacted by the exchange rate are experiencing an uptick, we are seeing a growth in confidence across these sectors, particularly those that manufacture for export."

"The increase in hiring intention in Manufacturing can be attributed to a combination of the falling dollar and people moving out of the sector. Individuals are taking the opportunity to focus on career planning, and reskilling in other areas to ensure their future employment prospects."

"The Small Business Package, specifically the accelerated asset deprecation, appears to have boosted confidence in the Wholesale Trade & Retail Trade sector. This initiative, coupled with the weakening dollar, is driving small business to spend the funds on local products rather than import, which is concurrently boosting the Transport & Utilities sector," said Mr Crawley.

Across organisation sizes Large employers were the only segment to report a decrease in hiring intention of two percentage points quarter-on-quarter, recording an Outlook of +8%. Employers across Micro and Small organisations reported modest increases on last quarter of one percentage point to record NEOs of +2% and +7% respectively. Medium organisation employers reported a moderate increase of six percentage points quarter-on-quarter to record an Outlook of +12%.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q4 2015 Results

APAC Q$


09-06-15

Australian employer hiring plans remain modest; but 76% have no plans to alter workforces in the coming quarter
Manpower Employment Outlook Survey Q3 2015

AUSTRALIA (9 June, 2015): Australia’s hiring pace is expected to ease heading into quarter three, with fewer employers intending to add to their payrolls but with the vast majority of employers (76%) reporting no intention of making changes to their workforce in the coming three months. Only twelve per cent of employers are looking to hire, a nine percentage point drop quarter-on-quarter.

The Net Employment Outlook (NEO) for quarter three of +6% is a decrease of two percentage points quarter-on-quarter, and four percentage points year-on-year, and the forecast is generally weaker than hiring intentions across the rest of the Asia Pacific region.

Lincoln Crawley, Managing Director, ManpowerGroup ANZ, said the decrease in hiring intentions is not surprising.

"Australian employers are currently facing a number of challenges, least of all the slowing of the economy, which is driving uncertainty in the market. We have seen around a nine per cent increase in the number of employers making no changes; historically this figures sits in the mid-60s, so to see it at 76 per cent is disheartening."

"Australian employers are battening down the hatches, and to remain competitive they will need to address long-term workforce planning and embrace flexible working practices, in what is a challenging but promising economic environment," Mr Crawley said.

"If anything the shifting economy is a chance for business to seize new opportunities. As we are seeing in certain states, diversified economies are more buoyant, and it is this model when applied nationwide that will allow Australia’s economy to remain globally competitive."

Nationally, employers in the Northern Territory recorded the largest fall in hiring intention quarter-on-quarter of 13 percentage points to record an NEO of +1%; the first time in three and a half years that the Territory’s Outlook has dropped to below +11%. Employers in Perth also reported a considerable drop quarter-on-quarter of 11 percentage points, to record the only negative hiring intention of -6%.

"Activity in the Northern Territory has been driven by the oil and gas sector in recent months. Employers have most likely completed workforce planning in the lead up to activity, so it’s no surprise to see the decrease in hiring intention," said Mr Crawley

Queensland employers have indicated the strongest hiring intention cross the country for the first time since 2005, recording a NEO of +9%, relatively stable quarter-on-quarter.

"We are seeing Queensland weather the shifts in the local economy better than other resource-heavy states. Queensland’s diversified economy has provided options for employers and job seekers alike in the wake of the mining downturn. Where others have struggled due to reliance on a receding sector; Queensland has been able to make up ground due to its strengths in retail trade, transport and services," said Mr Crawley.

Employers in South Australia, Tasmania, the Australian Capital Territory all reported increases in hiring intention quarter-on-quarter. Those in South Australia and Tasmania recorded modest increases of one and three percentage points to record NEOs of +4% and +5%, respectively. The forecast in the Australian Capital Territory saw a considerable increase of 12 percentage points, as employers reported a NEO of +5%, its first positive hiring intention for 2015.

"Hiring in the ACT continues to be volatile due to ongoing governmental shifts. We saw deep cuts across the public sector in the not-too-distant past and continue to see hiring vary as a result of enduring workforce adjustments, including an increase in outsourced services," Mr Crawley concluded.

Both New South Wales and Victoria employers are heading into quarter three with conservative hiring intentions recording NEOs of +5% and +8%, down four and five percentage points respectively.

Across the board most sectors reported a decrease in hiring intention; with Finance, Insurance & Real Estate and Wholesale Trade & Retail Trade the only sectors reporting slight increases of one percentage point, to record NEOs of +19% and +2%, respectively.

"The property market continues to drive significant movement; particularly with increased visibility into state level infrastructure plans, like Transport NSW’s masterplan, which drives continued investment in the sector."

"In addition, technological product development in banking and finance continues to create employment opportunities, while the insurance sector is driven by older Australians seeking to offset risk," Mr Crawley concluded.

The largest quarter-on-quarter fall in hiring intention was recorded in Mining & Construction, which is down seven percentage points, recording a NEO of -2%.

Services sector employers recorded the second strongest NEO of +12%, relatively stable quarter-on-quarter; while Public Admin / Education and Manufacturing both saw a three percentage point drop heading into quarter three, recording NEOs of +3% and +1% respectively. Transport & Utilities sector employers also reported a slight decrease of two percentage points to a NEO of +5%.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q3 2015 Results

APAC Q3


01-06-15

ManpowerGroup Expands Capabilities in Technology and Finance Sectors with Acquisition of Greythorn

AUSTRALIA (1 JUNE 2015) - ManpowerGroup (NYSE: MAN), world leader in innovative workforce solutions, has today announced its acquisition of the Australian and Singapore arm of Greythorn, a leading professional services and recruitment firm specialising in technology and finance. With this acquisition, Greythorn and its banking and finance subsidiary Marks Sattin, become wholly owned by ManpowerGroup Australia, operating under the Experis brand.

"This is an exciting phase for ManpowerGroup in Australia" said Ram Chandrashekar, ManpowerGroup President Asia Pacific and Middle East.

"The strategic acquisition of Greythorn further strengthens our capabilities across the region and complements the organic growth of the Experis brand, the global leader in professional resourcing and project based workforce solutions. For clients, it means we can deliver an even broader range of specialist workforce solutions with combined assets and systems, and for candidates, even better opportunities across more clients."

ManpowerGroup's recent Talent Shortage Survey shows high demand for skills across the IT and finance sectors globally.

"Demand for IT talent is high and fast-changing - ranked number nine in the top ten hardest jobs to fill in Australia, and accounting and finance is ranked number seven. That demand includes specialists in key areas such as security, big data, analytics, mobility and cloud." said Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand. "The acquisition of Greythorn and Marks Sattin will provide access to a large, international network of resources and greater reach in both local and global markets, while continuing to focus on deep vertical expertise; building on our leading services for clients and candidates.

Greythorn Managing Director, Richard Fischer will join the ManpowerGroup ANZ senior leadership team.

"Our acquisition by ManpowerGroup is a key development in unlocking the growth potential of the business and our ability to scale up in the region as the market leader in specialist Technology and Finance recruitment," Fischer said.

Greythorn and Marks Sattin are complementary to Experis and we look forward to realising the synergies that are present across these businesses. This is a natural next step for us and will deliver exceptional opportunities for our clients and candidates," said Fischer. "I look forward to extending the scale of our specialist technology and finance sectors for our clients."

- ENDS -


19-05-15

ManpowerGroup Australia: Australian employers are giving up
One quarter of Australian employers taking no measures to tackle talent shortages

AUSTRALIA (19 MAY 2015): ManpowerGroup Australia today released the results of its 10th Annual Talent Shortage Survey, which found that despite 42% of Australian employers struggling to fill roles, the number of employers implementing strategies to tackle shortages is down five per cent year-on-year.

The survey of more than 1,500 employers in Australia found employers are stepping away from tackling the talent shortage issue at a rate of one and a half times their global counterparts.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand said the rate at which Australian employers are dropping initiatives to tackle the skills shortage is alarming and disappointing.

"Globally we have seen the number of businesses taking on strategies to counter the talent shortage increase; while on home soil this number has dropped dramatically over a 12 month period. Australian employers are giving up."

"It is imperative to the local economy that our workforce is able to compete on the world stage. There has never been a better time for business to focus on developing work practices that will enable them to compete for talent long-term."

"We are observing a divergence across the economy: employers that fail to adopt non-traditional work practices risk becoming irrelevant to the new generation of workers; while those that innovate will succeed." he said.

Across the country employers reported the most difficult to fill roles as Skilled Trades, Management/Executive and Sales Representatives. Skilled Trades have remained the hardest to fill positions for nine years, despite the recent slowdown in the resource sector.

2015 TOP 10 HARDEST JOBS TO FILL AUSTRALIA
  1. Skilled Trades
  2. Management / Executive (Management/Corporate)
  3. Sales Representatives
  4. Engineers
  5. Technicians
  6. Labourers
  7. Accounting & finance staff
  8. Drivers
  9. IT Staff
  10. Secretaries, PAs, Receptionists, Administrative assistants & Office support staff
2014 TOP 10 HARDEST JOBS TO FILL AUSTRALIA
  1. Skilled Trades
  2. Engineers
  3. Sales Representatives
  4. Accounting & Finance Staff
  5. Management / Executive (Management/Corporate)
  6. IT Staff
  7. Technicians
  8. Sales Managers
  9. Doctors and other non-nursing health professionals
  10. Drivers

"While skilled trades have continued to be the hardest roles to fill for nearly a decade, the demand profile has changed in recent years."

"Demand for roles like electricians and mechanics has eased, while a shift in infrastructure developments across the country is seeing demand outstrip supply for specialist engineers, labourers and skilled trades in infrastructure and construction."

"The challenge lies in employers focusing on finding ready-made specialists, rather than investing in developing an individual’s existing skills to meet the role. Businesses and workers alike need to look at the teachable fit model and focus on adapting skills to meet demand." Mr Crawley said.

Management/Executive roles have moved from the fifth to the second hardest to fill role in the last twelve months.

"Since the Global Financial Crisis we have seen the role of senior management morph. Often managers are performing up to three roles as a result of cut backs and an uncertain business environment, where they are tasked with doing much more with less."

"The changing nature of the role is making it increasingly hard to fill positions as business now requires multi-functional specialisation," Mr Crawley said.

The fundamental shift in the IT sector from demand for field staff towards specialist skills, is easing immediate demand in the industry.

"As more and more can be done remotely, demand in the IT sector is changing from on-the-ground workers to specialists in key areas such as security, big data, analytics, mobility and cloud."

"Now is the time for IT workers to invest in reskilling to remain relevant rather than clinging to roles that are becoming obsolete." he said.

The results also show the impact these talent shortages have to business; 46% said that skills shortages reduced their ability to serve clients, 33% said it reduced their organisations’ competitiveness and productivity, and 23% said it lowered employee engagement and morale.


15-04-15

Mitigate social media risks by fostering employee trust
ManpowerGroup Solutions Reveals How Building Trust with Employees Strengthens Employer Value Propositions

AUSTRALIA (15 APRIL 2015): ManpowerGroup Solutions Recruitment Process Outsourcing (RPO), has today released a new whitepaper: TRUST: The Key Ingredient to a Great Employer Brand.

The paper explains the importance of authentic employee and candidate conversations on behalf of an organisation in order to develop a strong Employer Value Proposition (EVP) and a winning corporate culture.

To download the paper, click here #TRUST: The Key Ingredient To A Great Employer Brand

Sue Howse, General Manager of ManpowerGroup Solutions, says organisations that want employees to talk positively about their brands need to be proactive.

"A great employer that is transparent with its company information, and genuinely develops, engages and invests in its workforce and workplace culture should have greater comfort in trusting employees to positively represent their brand."

"Building a culture of trust requires strong leadership with the right vision and commitment. This includes investing in social media, employee events, creating a positive candidate engagement experience and employer websites."

Howse points to measures that can help to mitigate potential risks.

"You’ll never be able to guarantee what an employee will say about your organisation. However, employers that focus on, and measure, employee engagement regularly, will have a better idea of the sentiment and potential issues that exist among employees"

The fact remains that many organisations do not trust employees to speak on their behalf. Citing potential financial or reputation risks, some employers impose policies that restrict how and where brand conversations can occur.

However, the whitepaper highlights the growing use of social media platforms as spaces where employees and candidates share experiences. In fact, the likelihood of employees sharing both good and bad experiences about employers on social channels has more than doubled since 20121.

"The truth is even if you don’t trust your employees to talk about your brand, they are likely still having those conversations, particularly via social media."

It’s important for all organisations to focus on strengthening their EVP and culture. Organisations with a great employer brand and strong corporate culture attract top talent, have higher employee engagement and become employers of choice.

1 http://brandemix.com/presentation/2014-employer-branding-survey/


10-03-15

Hiring pace in Australia expected to remain modest:
Manpower Employment Outlook Survey Q2 2015

AUSTRALIA (10 March, 2015): Australian job seekers are likely to have some opportunities to pursue during the April-June time frame, according to the latest Manpower Employment Outlook Survey, released today. However, the survey indicates that employer hiring intentions remain little changed in comparison to forecasts reported three months ago and last year at this time.

The survey asks the hiring intentions of over 1,500 employers in Australia for the coming quarter. It found that 21 per cent plan to increase hiring, 11 per cent plan to decrease hiring and 67 per cent will make no changes to their hiring plans. Once the data is seasonally adjusted, the resulting Net Employment Outlook (NEO) is +8% and is unchanged quarter-on-quarter and relatively stable year-on-year.

Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand says the stable employment outlook reflects the mixed economic and market signals affecting business confidence.

"Low growth, falling wages and lower consumer confidence coupled with uncertainty about Federal Government leadership is causing many Australian employers to throttle down their hiring plans for Quarter 2 or stop them altogether."

"There are some bright spots. However, we’re not seeing clear signs that hiring activity will gain any additional traction in the next three months, and employers are expecting to contend with another year of certain uncertainty in Australia," said Crawley.

Employers in the Finance, Insurance and Real Estate sectors reported the strongest outlook, with an NEO of +18 per cent. Meanwhile, opportunities for job seekers are favourable in the Services industry, which reported an NEO of +13 per cent and had the strongest quarter on quarter increase of all industry sectors. Manufacturing is also showing encouraging signs of improvement, with a 2% increase quarter-on-quarter and a 7% increase year on year.

Public Administration, Wholesale Trade & Retail Trade and Transportation and Utilities employers reported the weakest outlook quarter on quarter, with a slight decrease of five, four and two percentage points respectively. The Wholesale Trade & Retail Trade and Transportation and Utilities sectors also saw a considerable decrease of 10 percentage points year on year.

"Finance, Real Estate and Insurance remains one of the best performing sectors. The Financial Services Inquiry and recommendations that were handed down earlier this year have put a spotlight on insurance, financial advice and superannuation. We’re seeing larger companies beef up their risk and compliance teams due to the increased focus on the sector."

"Low interest rates and continued high demand have caused a boom in the Sydney and Melbourne housing markets driving work there. State government is also seeing a return to hiring in some of the larger states," he said.

Table 1. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Comparing regions, employers in Victoria and South Australia reported the most positive increase to hiring in quarter two, reporting a modest and slight increase of seven and four percentage points respectively.

The ACT market remains volatile, with employers reporting the weakest Outlook of -5%, a decrease of six points quarter on quarter and 21 points year on year. Tasmanian employers reported the largest drop quarter by quarter, with a moderate decrease of -9%. Similarly, employers in Queensland also reported a moderate quarterly slide of six percentage points.

Meanwhile, hiring activity in the Northern Territory, Western Australia and New South Wales is expected to see little change from the previous quarter, with employers reporting Outlooks of +15%, 5% and +1% respectively.

"New South Wales is experiencing growth in construction and infrastructure project work and we expect to see demand for all roles in the state increase as employers compete for the best people."

"Also, the change of government in Victoria, and the announcement of spending on transport infrastructure is giving buoyancy to the market there," he said.

Table 2. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Large organisation employers reported an Outlook of +10%, up an optimistic seven percentage points from last quarter and another seven year on year. Meanwhile, medium and small organisation employers reported an Outlook of +10% and mirco businesses reported an Outlook of +3%.

Lincoln Crawley said, "The levelling out of previously-upbeat hiring sentiment from small employers may be due to recent talk of a GST increase."

"We are facing a rising unemployment malaise, with a fluctuating unemployment rate currently sitting around 6.4%. Youth unemployment is double that at 13.2% last month and unemployment is even high for those with tertiary education," he said.

Creating a competitive workforce is vital to this Australia’s future. Leaders in Government, employers, unions and academia must work together collaboratively to address challenges facing job seekers and the gap that exists between the skills our industries need and our workforce.

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Hiring sentiment in Australia is consistent with most countries in Asia Pacific, with just two out of eight countries in the region expecting a slight increase from Q1 2015 - Hong Kong (+1%) and Taiwan (+2%).

Table 4. APAC Q2 2015 Results

APAC Q2


09-12-14

New data shows hiring pace in Australia is expected to remain modest in the New Year:
Manpower Employment Outlook Survey Q1 2015

AUSTRALIA (9 December, 2014):The latest Manpower Employment Outlook Survey results show hiring in Australia will remain relatively modest moving into 2015. The survey, which asks the hiring intentions of over 1,500 employers in Australia for the coming quarter, found that nearly one in five (19 per cent) plan to increase their hiring, 12 per cent plan to decrease and 68 per cent will make no changes to their hiring plans. The resulting Outlook of +8%, is sitting at a similar Outlook to the same time last year, and is slightly down from +10% in Quarter 4 2014.

Results broken down by organisation size indicate that hiring intention will remain strongest among employers in Small business, who report an Outlook of +12%, up four percentage points from Q1 2014.

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, says Small businesses are still where the action is, however, many organisations are expecting a mild start to the New Year.

"It’s been a tough year and many organisations are planning to come out of the Christmas break running with the workforce they currently have in place. Employers in Manufacturing, Wholesale & Retail trade, and Mining & Construction are reporting particularly soft Outlooks."

"The 'Earn or Learn' piece should be extended to proactive and customised programs, driven by government. Initiatives which are highly targeted such as The Green Army Programme out of the Department of the Environment, provide real outcomes and opportunities for specific areas and the younger population," he said.

Medium-sized business reported an Outlook of +7%, down three percentage points from last quarter. Large organisations reported a soft Outlook of +3%, down four percentage points from last quarter, and Mirco business reported the lowest Outlook of +2%, down five percentage points quarter-on-quarter.

Amongst most of the states and territories conservative hiring forecasts were reported. Employers in Victoria expect a moderate decrease in hiring, reporting an Outlook of +5% in Q1 next year, down eight percentage points quarter-on-quarter. Employers in South Australia reported a muted Outlook of -2%, down five percentage points quarter-on-quarter. Employers in Western Australia and the Australian Capital Territory reported mild hiring Outlooks of +3% and +2% respectively.

The strongest employment forecast was again reported by employers in the Northern Territory, down two percentage points on last quarter to an Outlook of +15%. Employers in Tasmania, New South Wales and Queensland reported slight fluctuations in hiring intentions to record Outlooks of +12%, +11% and +14% respectively.

Employers in all sectors reported positive intentions, however, most forecast slightly weaker hiring intentions quarter-on-quarter expecting a reserved start to the year.

Mining & Construction, Manufacturing, and Wholesale Trade & Retail Trade sector employers all reported a drop in hiring intentions to record Outlooks of +5%, +2% and +5% respectively.

Service sector employers recorded a hiring Outlook of +9%, down seven percentage points quarter-on-quarter. Transport & Utilities saw no change from last quarter recording an Outlook of +8%.

Public Admin & Education employers recorded the largest increase this quarter, of seven percentage points to record an Outlook of +11%.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size


03-12-14

Attract the Right Talent by Blending High-tech with High-touch
ManpowerGroup Solutions Insights on How to Leverage the Science of Recruiting Without Losing the Art

MILWAUKEE (4 December 2014): ManpowerGroup Solutions Recruitment Process Outsourcing (RPO), the global leader in the industry within ManpowerGroup (NYSE: MAN), asserts that recruiters must have a broad set of hard and soft skills to attract the right talent and enable organizations to maintain a competitive advantage.

Automated Recruiting and the Human Factor, a new insights paper released today, explains that as technology has transformed recruiting from manual procedures of yesteryear to the automated systems of today, it has raised the bar on the type of skills recruiters need to be effective in the race to secure the best talent.

"Recruiting technology is here to stay and its impact on the art of recruiting is inescapable," said Kate Donovan, senior vice president of ManpowerGroup Solutions and Global RPO president. "While the global race for talent accelerates, a critical differentiator is the human touch that recruiters bring to the talent acquisition process. Recruiters, who make the most of technology by using it to engage and connect with candidates, create stronger relationships that ultimately benefit employers."

Despite its undeniable advantages, automated recruiting has become an equalizer as most recruiters have access to a similar variety of tools. Since they can now access talent faster and more efficiently, they have more time to engage with candidates. This is when recruiters' soft skills become essential as they can "make or break" relationships with job seekers.

"By creating tailored, one-size-fits-one interactions with candidates and showing a genuine interest in their aspirations, recruiters can understand candidates’ preferences, identify whether they are the right cultural fit for an organization and uncover their potential to succeed in new roles," added Donovan. "Well-balanced high-touch and high-tech recruiting creates positive candidate experiences and will help employers win the war for talent."


29-10-14

Demand for on-the-ground IT support grows: National ICT job market update

AUSTRALIA (29 October 2014): As the Information Technology (IT) asset cycle continues to shorten the need for on-the-ground support roles is growing.

Strong demand comes as agile technologies in the work environment become vital to a company’s ability to service and increase their Customer Relationship Management (CRM) capabilities. The low cost of hardware and implementation, coupled with remote server solutions is seeing companies update their IT infrastructure more quickly than ever before.

Brent Leahy, IT Practice Lead at Experis, ManpowerGroup said, "We're seeing particular demand for Field Engineers as organisations need technical support onsite while upgrading or implementing new IT systems. Experienced developers and Infrastructure services are also sought after."

The shift towards Bring Your Own Device (BYOD) will continue to prolong the demand for Field Engineers.

"The convergence between desktops, laptops, mobile phones and tablets is dictating the future of how we work, and will continue to inform demand in the ICT job market."

"The era of the PC as the office titan has ended. Employees are now mobile and need ways to be continually connected when working off-site. Management is also looking to organise and direct their global businesses through cloud solutions from a range of devices."

"As consumers continue to purchase goods and services, and engage with brands online, companies are switching to IT solutions that will help them be where their customers are – which means more IT workers."

Another trend impacting employment in the sector is infrastructure, as off-site data storage and remote server solutions becoming common.

"The recent leap in the way we use storage and manage data is reshaping certain aspects of the ICT job market. While maintenance for these systems is low, the migration and implementation of Cloud services requires support workers."

Employment hotspots:

  • Field engineers
  • Project managers
  • SAP specialists

In today’s market, Mr Leahy suggests job seekers need to be hyper-aware of their online presence.

"It is imperative to keep profiles up-to-date, and to engage across platforms and online forums – particularly for workers in the technology and IT space. Seek out forums and platforms relevant to your specialisation to help make yourself more visible to recruiters."

"Candidates also need to keep up-to-date with market trends and look at future growth areas in order to stay relevant in today’s market."


09-09-14

New data shows hiring pace in Australia is expected to remain modest in quarter four:
Manpower Employment Outlook Survey Q4 2014

AUSTRALIA (9 September, 2014):The latest Manpower Employment Outlook Survey results show hiring in Australia will remain cautiously optimistic in Quarter 4 this year. The Net Employment Outlook of +10% is based on almost one in five employers indicating they will increase hiring in the October-December time frame.

The survey, which asks the hiring intentions of over 1,500 employers in Australia for the coming quarter, found 19 per cent plan to increase their hiring, nine per cent plan to decrease and 70 per cent will make no changes to their hiring plans. The resulting Outlook of +10%, remains relatively stable from +9% in Quarter 3, however, is up seven percentage points from this time last year.

Results broken down by organisation size show the hiring intention was strongest among employers in Small business, which remained steady at +14%, no change from Quarter 3.

Medium-sized business reported the highest increase in hiring intention from last quarter of five percentage points to record an Outlook of +11%. Large organisations reported an Outlook of +7%, down two percentage points from last quarter, and Mirco business reported an Outlook of +8%, up three percentage points quarter-on-quarter.

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, says it is encouraging to see employers in Small- and Medium-sized businesses report upbeat hiring intentions for coming months.

"It's good to see SME's reporting favourable hiring expectations, however, there is a long way to go before the unemployment rate comes down."

"We're seeing Large organisations still constricted by global hiring freezes and caution out of Europe and the US, which is disappointing. Despite this Large organisations do have the capacity to invest in training and development, which is going to be vital for the Australian labour market to stay competitive in the coming years."

"As the economic outlook remains strong, it would be great to see businesses inject positivity into the market by looking to increase staff numbers, particularly at the junior levels," he said.

Employers in most states and territories reported modest changes and forecasts remained positive overall. However, employers in the Australian Capital Territory (ACT) reported a sharp increase from last quarter, up 18 percentage points quarter-on-quarter, to an Outlook of +10%.

The strongest employment forecast was reported by employers in the Northern Territory, down two percentage points on last quarter to an Outlook of +17%. Employers in Tasmania and New South Wales reported modest increases of one and two percentage points to record Outlooks of +8% and +12% respectively.

Victorian employers also recorded a modest increase of one percentage point to record an Outlook of +14%; Victoria’s highest result since Quarter four 2011. Queensland results indicate an increase heading into Quarter 4, reporting a four percentage point rise, to record an Outlook of +11%.

"The ACT is a mixed market after major Government cuts, with some projects picking up and some still stalled. The results show employers expect some positivity to return to the market in Quarter 4. Employers in Queensland also expect an uptick in hiring, particularly in IT and technology, and for some resource projects," Mr Crawley said.

Employers in South Australia and Western Australia both reported small declines from last quarter to record an Outlook of +3% and +7% respectively.

Employers in all sectors recorded positive intentions, with few surprises. Mining & Construction, Manufacturing, and Wholesale Trade & Retail Trade sector employers all reported a one percentage point drop in hiring intention to record Outlooks of +7%, +6% and +10% respectively.

"The real estate boom in major cities is buoying the Financial, Insurance and Real Estate sector results, where employers report the largest increase quarter-on-quarter of 6 percentage points to record an Outlook +19%, its highest result since Quarter 4, 2011."

"The Services sector hiring intention also remains positive, where we see high value and technical professions in areas such as IT, continuing to grow and take on staff," he said.

The Service sector employers recorded an expected hiring Outlook of +16%, up three percentage points quarter-on-quarter. Transport & Utilities saw no change from last quarter recording an Outlook of +8%.

Public Admin & Education employers recorded the largest drop this quarter, of just two percentage points to record an Outlook of +3%.

"Overall, the results show employers are still being conservative about hiring plans for Quarter 4, however, there are some encouraging signs from various sectors. Job seekers need to show tenacity in a modest employment market through understanding where demand is and ensuring they are marketing and promoting themselves through the right channels," Mr Crawley said.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size


02-08-14

Green Army Programme Opportunity For A Generation Who Are Struggling To Enter The Workforce.
Landcare Australia and ManpowerGroup Australia are dedicated to the repair and management of the Australian environment and the long-term improvement of youth unemployment rates.

AUSTRALIA (02 August 2014): ManpowerGroup Australia has today announced their appointment by the Australian Government, in partnership with Landcare Australia, as a Service Provider for the Green Army Programme; the Green Army is an Australian Government initiative that taps into local knowledge and supports grassroots action to meet local environmental challenges.

ManpowerGroup Australia's role will be to source and support participants for the program prior to, during, and following their involvement; and support Landcare Australia in its commitment to protect, restore and sustainably manage Australia's natural environment and its productivity.

Together with Landcare Australia, ManpowerGroup Australia will provide an opportunity for young Australians to gain valuable experience and skills in environmental and heritage conservation whilst building nationally recognised qualifications, leveraging ManpowerGroup Australia's already established framework for disadvantaged youth.

ManpowerGroup has observed that more investment in training is needed to engage Australia's younger generations. Industry and government need to collaborate to ensure our unemployed, unskilled and semi-skilled youth have access to the training they need, to make the most of job opportunities that exist now, and that will exist in the future.

Mr Paul Bridgewater, General Manager of Manpower Australia, said:

"ManpowerGroup Australia are very excited to be named a Service Provider for the Green Army Programme and we look forward to bringing the program to life with our partner Landcare Australia."

"We believe this is an excellent initiative that will achieve positive results across the board, as it combines a strong partnership between Governments, private, and not-for-profit organisations that will provide opportunities for youth aged 17-24, build nationally recognised qualifications as well delivering positive environmental and economic outcomes."

Mr Lincoln Crawley, Managing Director, ManpowerGroup Australia & New Zealand, added that the Green Army Programme will deliver a solution in line with ManpowerGroup Australia's commitment to the long-term lowering of youth unemployment and provision of education and training.

"We know that young people struggle to enter the labour market due to a lack of opportunity to upskill; the Green Army Programme offers relevant experience and credentials that are transferrable to any workplace," said Mr Crawley.

"Youth unemployment is not simply a social issue, but an economic challenge; organisations need to source, manage, and create talent for the long term, and young people are a crucial part of this talent pool. Young people who are given access to learning opportunities and who can cultivate job skills will thrive in the labour market and contribute to their employers and the economy."

Mr Crawley finished, "the Green Army Programme is not a short-term solution, it is a long-term program that will provide exposure to skills, and training and qualifications for a generation who are struggling to enter the workforce."

ManpowerGroup Australia has an established national online training portal with over 4,000 reskilling, training and development assets, that all Green Army participants will have access to; continuing their progression into permanent employment. Australia has a vested interest in ensuring the youth are appropriately skilled and able to contribute to the economy.


10-06-14

New data shows hiring pace in Australia will remain modest in quarter three:
Manpower Employment Outlook Survey Q3 2014

AUSTRALIA (10 June 2014):The latest Manpower Employment Outlook Survey results show hiring in Australia will remain cautiously optimistic in quarter three this year, based on a Net Employment Outlook (NEO) of +9%, with one in five employers indicating they will increase hiring.

The survey, which asks the hiring intentions of over 1,500 employers in Australia for the coming quarter, found 20% plan to increase their hiring, 12% plan to decrease and 67% will make no changes to their hiring plans. The resulting NEO of +9%, is relatively stable in comparison to +10% in quarter two, and up three percentage points from this time last year.

Opportunities for job seekers are expected to be most favourable in the Services sector, Finance, Insurance & Real Estate and the Wholesale & Retail Trade.

While most states and territories showed modest changes and remained positive overall, employers in the Australian Capital Territory (ACT) reported a sharp drop from last quarter, down 18 percentage points to an Outlook of -6%.

Lincoln Crawley, Managing Director ManpowerGroup ANZ said the fall in hiring in the nation’s capital was expected.

"Budget speculation had all but confirmed that the government would be reducing its workforce in the new financial year. Time will tell if the cuts to government departments have been too deep, we wouldn’t be surprised to see an increase in contract or temporary roles in the ACT at the end of the year to fill the gaps."

"Overall, hiring outlook is positive, with some stability returning to the market; the unemployment rate also remained steady in April at 5.8%, with many economists suggesting the peak could have passed," said Mr. Crawley.

The strongest employment outlook was recorded in the Northern Territory, up two percentage points on last quarter to an NEO of +17%. Employers in Tasmania and New South Wales reported modest increases of one and three percentage points to record outlooks of +5% and +10% respectively.

South Australia, Queensland and Western Australia employers all reported a small decline from last quarter to record NEO’s of +5%, +7% and +10% respectively. The forecast in Victoria remains stable quarter-on-quarter with an outlook of +11% for quarter three.

Employers in all sectors recorded positive intentions, with few surprises. Mining & Construction sector employers reported their strongest result since quarter four in 2012, recording an NEO of +9%, up four percentage points from last quarter and 11 percentage points from this time last year.

Transport & Utilities and Finance, Insurance & Real Estate employers reported the largest drops of 9 and 6 percentage points to record NEO’s of +8% and +12%, respectively. Meanwhile, employers in the Wholesale Trade & Retail Trade sector recorded an NEO of +12%, their strongest forecast since quarter three in 2011.

The Public Administration and Education forecast remained stable quarter-on-quarter, with the NEO standing at a modest +5%.Services sector employers reported a minor drop of one percentage point to record an Outlook of +13%.

Manufacturing sector employers recorded a positive NEO of +7%, up 5 percentage points quarter-on-quarter, seeing a moderate recovery, following extensive media coverage of shutdowns in automotive which amplified uncertainty in the sector.

"In many sectors, like Manufacturing, employers are seeing conditions level out, giving them a feel for the 'lay of the land', which means they know how and where to move forward."

Results broken down by organisation size show the hiring outlook was strongest among Small business, where employers reported an NEO + 14%, up by one percentage point last from last quarter. Large organisations reported an NEO of +10%, Medium reported an NEO of +7% and Mirco reported an NEO of +5%.

"Small-to-Medium enterprises employ 63 per cent of the Australian workforce and make up 96 per cent of all business. So it’s encouraging to see employers in those categories looking to hire," added Mr. Crawley.

"The Government made some inroads with Budget initiatives to encourage mature age workers back into the workforce, as well as the Industry Skills Fund which focuses on delivering the skills that are needed by industry."

"However, post-budget, we need to increase focus on employment and implement workforce reforms that will lead to greater productivity and participation in the Australian market." Mr Crawley said.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

 


03-06-14

State of the market: Queensland resource and infrastructure employment update

AUSTRALIA (03 June 2014) : Demand for engineers in the resources sector is still 'patchy', as the Queensland market recovers from the downturn last year.

Experis, a ManpowerGroup company, has tracked the demand for engineers based on industry insight and market intelligence, finding that there has been some positive growth across specific sectors and specialist roles in the market.

"There is positive growth for contract roles across Oil and Gas, and Coal Seam Gas projects. Coal remains flat with minimal movement as a result of high commodity prices," says Lincoln Crawley, Managing Director, ManpowerGroup and Experis Australia and New Zealand.

"Demand for civil and structural engineers is also relatively strong and will likely be sustained throughout the second half of the year, due to a spike in commercial construction and the residential housing market as a result of low interest rates, high house prices and good auction rates."

Mr Crawley said that highly skilled engineers remain difficult to find.

"As a flow-on-effect, the construction market will likely see more activity in the second half of this year and there will be greater demand for associated roles including project managers and planners."

"Overall, employers in the QLD resource market are looking towards making new hires, with many looking for signs of confidence to get projects off the ground after the new financial year," he said.

Mr Crawley also sights the announcement of the $11.6 billion Infrastructure Growth Fund (IGF) package, by the Federal Government as an important platform for strong, future growth in the engineering sector as construction in the mining sector is slowing down.

"$13.4 billion (over eight years) has been confirmed for the State of Queensland for Infrastructure. This can only be positive news for the engineering sector as the State Government looks to take on further large investments such as the Legacy Way project."

"With the financial year drawing close and employers reviewing budgets for the next six to twelve months, our gauge is that the removal of the carbon tax would see various projects get off the ground and inject some positivity to the market."

"It’s important job candidates target roles that are specific to their skills sets and look at training opportunities to develop the niche and specific skills required for future resources projects. That will mean developing a network of industry contacts who are able to provide advice around where they see opportunities and what skills are needed to get there."


29-05-14

ManpowerGroup Australia: Annual Talent Shortage Survey Reveals Employees Needed in Skilled Trades, Engineering & Sales

Worldwide talent shortage even more acute in Australia, with 41 percent of local employers struggling to fill jobs, compared to 36 percent globally

AUSTRALIA (29 May 2014) : ManpowerGroup Australia today released the results of its 9th Annual Talent Shortage Survey, finding over 40% of employers in Australia are experiencing difficulty finding staff with the right skills.

Global results of ManpowerGroup’s Talent Shortage Survey reveal 36% of employers worldwide are reporting shortages, the highest level since 2007.

The survey of more than 1,500 employers in Australia found the most difficult jobs to fill are Skilled Trades, Engineers and Sales Representatives – the same top three as 2012 and 2013. Almost all of the Top 10 hard-to-find roles remain unchanged from 2013, however, the category 'Drivers' and 'Sales Managers' are new entries to the list.

The results reveal a softening in the labour market in Australia, with the percentage of employers struggling to fill roles falling from 50% in 2012, 45% in 2013 and now 41% this year; closing the gap on the worldwide average of 36%.

2014 2013

The survey also revealed the impact to business these shortages were having; 54% of respondents said that the skill shortages reduced their ability to service their clients, 37% highlighted it caused a reduction in competitiveness and productivity, 27% said that it is lowering existing employee engagement and morale.

Mr Lincoln Crawley, Managing Director, ManpowerGroup Australia & New Zealand, said:

"The fact that almost 1 in 2 employers are struggling to fill roles may seem surprising, given the unemployment rate remained stable on 5.8 per cent in April of 2014. It reflects the complexity of the employment landscape, what we call the 'talent mismatch', where the skills available aren't the same as the ones needed by employers".

"Although we’ve seen the resources boom come off the boil, a shift in infrastructure developments across the country is seeing demand for specialist engineers and skilled trade workers be sustained."

Mr Crawley sights the announcement of the $11.6 billion Infrastructure Growth Fund (IGF) package, by the Federal Government as an important platform for strong, future growth in the engineering sector as construction in the mining sector is slowing down.

"For IT we are seeing a trend of the on-site network engineers decreasing in demand and the roles around integration of mobile application, solutions and cloud computing rapidly increasing. Also, with the move to big data, analytics will be one of the next boom skills as companies continue to need data turned into usable, insightful and meaningful information fast."

"The fact that companies are citing a lack of skills or experience as a reason for talent shortages should be a wake-up call for organisations, education, government and individuals," added Mr Crawley "It is crucial that these stakeholders work together to address the supply-and-demand imbalance in the labour market in a systematic, agile and sustainable way."

"Australia’s economy is changing and it is imperative that we drive growth industries, such as high value manufacturing, services and technology. For that to happen we need to develop a skilled workforce."

A closer look at the global survey results reveals the talent shortage is widespread across the world – but most acute in Japan (81 percent of employers), Peru (67 percent), India (64 percent) and Argentina, Brazil and Turkey (63 percent). Employers in Ireland (two percent), Spain (three percent), the Netherlands (five percent), South Africa (eight percent), and Singapore (ten percent) are the least likely to face shortages.


Note to Editors

ManpowerGroup (NYSE: MAN) surveyed nearly 38,000 employers in 42 countries and territories during the first quarter of 2014 to explore the impact of talent shortages on the global labour market and how employers are responding to the challenges raised by the lack of available talent in specific job categories. This is the ninth consecutive year that the survey has been conducted.


16-05-14

Connect to the Right Talent Faster with an Agile and Aligned Sourcing Technology

AUSTRALIA (May 16, 2014): ManpowerGroup has developed a roadmap for smarter sourcing to help employers plan for, engage with and evaluate sourcing technology to drive business results.

The new whitepaper, A Technology Roadmap for Smarter Sourcing, sets out a framework of advice for organisations to navigate technologies in the Human Resource (HR) and talent sourcing realm, ultimately to achieve sound hiring decisions.

With the talent sourcing landscape in a fluid state, the HR space continues to change and adapt as new technologies arise.

Sue Howse, General Manager of ManpowerGroup Solutions, says continued economic uncertainty in the Australian market makes it difficult for businesses to anticipate their talent needs, and threatens their ability to compete in the marketplace.

"The sourcing technology market is fluid and continuously changing, making deciding on a platform which aligns with an organisation’s core business structure challenging."

"Business and HR leaders need to be able to swiftly and creatively engage the right talent to drive business success. With agile sourcing technologies that are aligned with talent and business strategies, hiring processes become more efficient and businesses can respond to hiring demands faster and more effectively," she said.

Sourcing technologies now build a pipeline of candidates drawing from multiple platforms including online social networks, job boards, and Boolean search strings. The strength of these systems is the ability to use information to map an organisation’s external and internal talent.

"There is now the opportunity to approach hiring knowing what a 'successful' employee looks like. These technologies can give a holistic view of your talent options both internally and externally which can then be used to hire or promote in line with workforce planning and business objectives," Ms Howse said.

"The big data these technologies will provide is going to be critical for the future of HR; enabling a more targeted and streamlined hiring process. However in this saturated market it is critical for employers to use the right sourcing technology; one that can provide them with in-depth insights into talent trends and help them deliver on business objectives."

To download the paper, click here

To view ManpowerGroup video on "Talent Acquisition and Technology" click here


14-05-14

Response to Federal Budget 2014 / 15
ManpowerGroup welcomes Mature Age Wage Subsidy (Restart) but calls for greater focus on skills and training

AUSTRALIA (May 14, 2014): Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, welcomes the mature age wage subsidy announced in the Federal Government's 2014/15 Budget, however, warns more needs to be done for unskilled, semi-skilled and the unemployed.

"The Federal Government's wage subsidy for mature workers is a welcome step in the right direction for the Australian economy and employment market. It will encourage employers to reconsider engaging older, more experienced workers as part of their workforce strategy."

"Australia’s labour force participation rate has been on the decline in recent years and this subsidy will help counter that. This new incentive also acknowledges the importance of employers recognising flexibility and quality of work in their employment strategy," he said.

Mr Crawley said at the other end of the employment spectrum, countering growing unemployment among young Australians is a national priority.

"The changes to skills programs in the form of the Industry Skills Fund and Trade Support Loans put employers at the centre of decision making and focus on delivering the skills are needed by industry; however, generally it's a case of robbing Peter to pay Paul, with the scrapping of schemes such as the Tools for Your Trade."

"More investment in training is needed overall. We need to focus on ways that industry, government and educational institutions can collaborate to ensure our unemployed, unskilled and semi-skilled workers are getting the training they need to make the most of job opportunities that exist now, and that will exist in the future," he said.

"With the changes to Newstart and Work for the Dole, it is critical that programs are not simply focused on hours worked, but also on developing hard and soft workforce skills and work ethics that are critical for employment," he said.

Mr Crawley said that skills and training policies needed to be part of a broader, more sophisticated approach of workforce planning undertaken by Australian employers.

"The way we work has changed and employers need to adapt their workforce to these changes, taking into account new strategies such as flexible and remote working arrangements, as well as ways to attract and use untapped talent, in particular young and mature aged people."

"Post-budget, the Government needs to increase its focus on employment, and implementing workforce reforms that will lead to greater productivity and participation in the Australian market."


08-05-14

Acquisition Expands ManpowerGroup’s Specialist Search Capability

AUSTRALIA May 8, 2014): ManpowerGroup New Zealand has expanded its footprint in the NZ professional resourcing market through its acquisition of Global Career Link and Global Attract (Global), a leader with niche skills in IT & Finance/Accounting complementing the current Experis practice.

The acquisition is part of a global strategy by ManpowerGroup’s brand Experis to purchase specialist practices in professional search. It’s the second acquisition ManpowerGroup has made in the Australia/New Zealand market in the last six months.

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said the acquisition of Global aligns with the Experis brand focus on specialist, professional resourcing with a major focus on IT.

"This acquisition provides increased growth potential in international recruitment through ManpowerGroup’s Borderless Talent portal, leveraging Global's already established international candidate pipeline" Mr Crawley said.

Led by CEO David Newick, Global have long standing client relationships through sourcing and recruiting quality IT and Finance/Accounting candidates across Australia and New Zealand, for both permanent and contractor assignments.

The international candidate pipeline is managed by founder and owner Bernie Kelly. The business assists professionals to move between the New Zealand, Australian and United Kingdom job markets. The business places equal emphasis on encouraging professional expats to return and migrants to move to New Zealand and Australia to address the skill shortage currently faced by employers.

Both Mr Kelly and Mr Newick said the alignment will bring many benefits for Global's employees, candidates and clients.

"ManpowerGroup understands that accessing and retaining highly skilled professionals is crucial for employers in the NZ market, and the company's philosophy is very similar to ours – they don't see recruitment as simply ‘filling a job order’, but seek to establish long term relationships with all stakeholders by delivering sustainable value."

"After fourteen years in the industry, this move will provide us with access to a large, international network of resources, greater reach in both local and global markets, while still retaining our brand and deep vertical expertise. Additionally, the combination of this expertise and ManpowerGroup’s experience in delivering outcome based solutions significantly expands our service portfolio beyond permanent and contract recruitment. All of this improves our services for clients and candidates," Mr Kelly said.

"The agreement will enable Global to retain their local brands, management and delivery teams while coming under the Experis brand of the ManpowerGroup umbrella, so day-to-day it will be business as usual," Mr Newick said.

"This is the continuation of an exciting phase for ManpowerGroup ANZ following the acquisition of safesearch a HSE specialist in Australia in November 2013. It compliments our organic growth through selective acquisitions under Experis delivering a broader range of specialist capabilities together with strong returns and we will be continuing to look for further opportunities," Mr Crawley said.


11-03-14

New data shows hiring pace in Australia expected to pick up slightly in second quarter:
Manpower Employment Outlook Survey Q2 2014

AUSTRALIA (11 March 2014):Australia's hiring pace is expected to pick up slightly in the second quarter this year, with the latest Manpower Employment Outlook Survey showing that employers report a slight improvement in hiring intentions for the second quarter this year, based on a Net Employment Outlook of +10%.

The survey, which asks the hiring intentions of over 1,500 employers in Australia for the coming quarter, found that 22% plan to increase their hiring, 11% plan to decrease their hiring and 65% plan to make no changes to their current payrolls. The resulting Net Employment Outlook of +10%, gives an indication that subdued market conditions are likely to continue at least through the next three months.

Opportunities for job seekers are expected to be the most favourable in Finance, Insurance & Real Estate; Transportation & Utilities; and Services. These sectors have been buoyed by a number of trends, including a slight turn-around in professional services; a real estate boom in the capital cities; and a demand for hard-to-find skill sets in IT and healthcare.

"Although the results show that employers report a slight uptick in hiring intentions in the April to June quarter, an outlook of +10% is still modest when we look at overall trends," Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand said.

"Structural changes to the economy are flowing through to the job market, particularly in industries such as manufacturing, retail and mining. We need to move from the rhetoric around energising the Australian market, to creating a plan that will make it happen," he said.

"Young people, older workers and the long-term unemployed are amongst the groups who will likely be hit hardest in the coming months. The graduates and school leavers of 2013 have come into a flat employment market where many companies aren't investing in training and development at entry-level."

"We need to look at ways industry, government and educational institutions can collaborate to ensure our workers and unemployed are getting skilled up for the jobs that will exist in the next month, year and decade."

"We also need to assess the skills sets of workers that are available in the current market, and look at 'best fit' opportunities for them to move into. If a candidate has 70 per cent of the skills needed for a role, the individual, the company and even government need consider training and upskilling options for that person to fill the gaps and get them the job," he said.

ManpowerGroup's survey shows that among industry sectors in a quarter-on-quarter analysis, employers in the Transport and Utilities report the largest increase in hiring intentions, where the Net Employment Outlook increased 9 percentage points to +17%. Unsurprisingly, employers in Manufacturing recorded a fall of 7 percentage points quarter-on-quarter to an Outlook of -2%.

Employers in Wholesale and Retail trade are planning to increase hiring by 6 percentage points quarter-on-quarter to a Net Employment Outlook of +10%, up 7 percentage points year-on-year. Hiring in Mining and Construction will increase slightly, up 3 percentage points quarter-on-quarter and 5 percentage points year-on-year to an Outlook of 5%.

Employers in the Services sector also expect to increase hiring in Q2, to an Outlook of +14%, up 2 percentage points quarter-on-quarter.

Employers in Public Administration and Education, and in Finance, Insurance and Real Estate reported no changes to hiring, reporting Outlooks of +5% and +17%, respectively.

Across the country, employers in Tasmania predict the strongest increase in hiring intentions, with the results showing an 8 percentage point, quarter-on-quarter increase in Outlook to +7%. The state's hiring outlook has been fluctuating over the past year, but the rise is in line with a stabilising job market there.

Employers in Queensland and Western Australia also expect a stronge increase in hiring from last quarter, indicating some strength is returning to the resources market as larger projects coming back online in the states. In QLD, the hiring outlook rose 5 percentage points to +7%, while in WA employers recorded a 6 percent increase to an Outlook of +12%.

Employers in NSW and the NT report little change to their hiring outlook, with the Net Employment rate sitting at +6% and +14%, respectively, and remaining relatively stable in comparison to the prior quarter and last year at this time.

Victorian employers reported a slight incease of 2 percentage points from quarter one this year, to an Outlook of +12%.Similarily, in South Australia hiring intentions are expected to see a slight increase of 3 percentage points to +8% over the same period.

 

Table 2. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

 

Table 3. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

 


22-01-14

Business leaders critical to organisational agility: ManpowerGroup survey

AUSTRALIA (22 January 2014): In an era of 'certain uncertainty', organisations must improve their decision-making processes and technology to ensure they can respond quickly to changing market conditions, according to a survey by ManpowerGroup.

New data released today by ManpowerGroup, in its "2014 Organisational Agility Survey", shows that 78% of business leaders believe organisational agility is important in the current environment.

However, they also identified a range of factors that reduce their organisation's ability to be agile: limited technology capabilities, slow decision-making processes and employee commitment were the top three identified. Similarly, leadership focus was cited as the most important factor in driving organisational agility.

According to Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand, managing uncertainty has become a core part of business leadership.

"Uncertainty has become a fact of life for corporate Australia, and it's harder than ever to predict market conditions."

"Whether it’s a change of government, a falling dollar or lower interest rates, we can’t control external conditions - but we can control how we respond to change. Being flexible and agile means businesses are able to adapt to an uncertain environment and deliver faster on business objectives." Mr Crawley said.

"Where we see companies getting this wrong is when they haven't looked at aligning their business strategy and how they engage people – and it's usually because they are too busy with the 'now'".

"Immediate challenges like cost-cutting or restructures become a priority, at the expense of longer-term strategy. They say to us 'we can work on what's happening now or we can focus on our strategy'"

"But the companies doing it well are doing both. They prioritise what is important in the now and they make time to look at the bigger picture and plan," he said.

In a new white paper "Simplify to Win in the Human Age: Organisational Agility a Must in Certain Uncertainty", ManpowerGroup argues that simplifying business is critical to boosting agility.

"Leaders need to focus on what is core to their business and what can be streamlined or outsourced. This simplification will promote more efficient processes, reduces costs, and allows for faster decision making. Simplification also fosters employee commitment and a more engaged HR function and workforce, as all roles are critical to the business function."

"By creating an environment that allows business leaders to achieve strategic goals faster, simplification drives business success." Mr Crawley said.

Survey highlights

ManpowerGroup's 2014 Organisational Agility Survey of more than 1,507 employers in Australia shows that managers and employers value agility in the workplace:

  • Global results, importance of organisational agility: Australia values the importance of organisational agility for the next 12 months at 78% which is 16 percentage point above the global average of 62%.
  • Company commitment: 80% of Australian employers say their company has demonstrated commitment to pursuing more organisational agility in the past 12 months, compared to 71% globally.
  • Top Management: 78% of Australian employers say top management regard organisational agility is important to achieving company business goals compared to the global average of 63%.
  • Internal factors driving agility: The top 3 internal factors driving agility for Australian businesses are; Leadership Focus (16%), Employee Commitment (14%) and Technological capabilities, speed of decision-making process, and workforce capabilities (all 11%). Globally the top 3 internal factors were Employee Commitment and Leadership focus (both 36%), Speed of decision making processes (33%) and technology capabilities (28%).
  • Internal barriers to achieving agility: Australia's top 3 internal barriers to achieving agility are speed of decision making and technological capabilities (both 12%), Employee commitment (11%), Workforce capabilities and flexible cost structure (both 10%). The global results show speed of decision making (31%), employee commitment, leadership focus, technology capabilities and workforce capabilities (all 24%) and flexible cost structure (23%).

Simplify to Win in the Human Age: Organisational Agility a Must in Certain Uncertainty is available for download at: https://www.manpowergroup.com.au/research/white-papers.aspx

 


10-12-13

New data indicates Australian employers expect a modest increase in hiring in the New Year:
Manpower Employment Outlook Survey Q1 2014

AUSTRALIA (10 December 2013): The latest Manpower Employment Outlook Survey results show employers in Australia expect to increase hiring slightly in 2014, the Net Employment Outlook improves two percentage points to +6% in the first quarter next year in a quarter-over-quarter comparison.

The survey, which measures the hiring intentions of over 1,500 employers in Australia for the coming quarter, found 20% plan to increase their hiring, 13% plan to decrease their hiring and 66% will make no changes. The resulting Net Employment Outlook of +6%, reflects a slight turn around in employer sentiment since the change of government in Australia. (See table 1. for Australia’s historic employment outlook trend.)

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said 2014 should see some strength return in the employment market.

"Historically, the wavelength of the boom and bust cycle has been much shorter than the bottoming out that the market is experiencing now. Growth has been sluggish for most of the year, however, these results suggest we may be turning a corner in the 2014," he said.

"Our results show nearly all sectors and regions in Australia are expecting a modest increase in hiring to bring in the New Year," Mr Crawley said.

"This will be a gradual recovery and growth remains patchy within industries. There are 'green shoots' in various sectors across the country, including: infrastructure projects in NSW, Real Estate in NSW and Melbourne; and niche workers in technology and healthcare," added Mr Crawley.

"We are yet to see a big uptick across the employment market, and the return to recovery will be peppered with peaks and troughs, for example, the post-election spike in business confidence has somewhat waned."

"Against this back drop, employers are still showing hesitancy to increase permanent headcount while conditions are uncertain. We continue to see organisations looking for ways to introduce flexible approaches to improve productivity and efficiencies," Mr Crawley said.

Overall, employers in the ACT and Northern Territory reported the strongest employment outlook. In the ACT hiring outlook is expected to increase by 9 percentage points quarter-over-quarter to reach a Net Employment Outlook of +17%, while in the NT the Outlook improves 2 percentage points to the same figure.

In Queensland employers expect hiring to increase by 8 percentage points quarter-over-quarter to a Net Employment Outlook of +6%, an adjustment to the market after a sharp fall last quarter. Hiring in NSW continued to follow the national average, rising 4 percentages to +7%.

Victorian employers reported a slight increase in overall hiring outlook of 1 percentage point to an Outlook of +8%. Western Australia should experience a similar increase in hiring, moving from a forecast of +4% to +5% in the first three months of the year. In Tasmania and in South Australia the Net Employment Outlooks should lift 3 percentage points to +1% and +4% respectively.

Across the sectors; employers in Finance Insurance & Real Estate; and Mining & Construction expect the largest hiring increases, both seeing a 6 percentage point jump in Outlook to +16% and +1%, respectively. The mining sector is starting to see movement in projects after a tough year, however, this activity will take time to flow through to jobs on the ground.

Employers in the Services sector are planning to increase hiring by 4 percentage points to an Outlook of +12%, while those in the Manufacturing sector also report a 4 percentage point rise to a Net Employment Outlook of +6%, the sectors strongest outlook since mid-2012.Transport and Utilities should see a small increase in hiring up 2 percentage points to a Net Employment Outlook of +7%.

Employers in Wholesale and Retail trade expect no changes to hiring, the Outlook will remain at +3%. In line with federal government cut backs, the Public Administration and Education sector is expecting a slight fall in hiring intentions down 2 percentage points to a Net Employment Outlook of +4%.

Mr Crawley said, "The most important factors for organisations to succeed in 2014 will be adaptability, a willingness to embrace innovation at both an individual and corporate level, and the ability to look ahead in terms of human capital needs."

"The new government has promised to work more closely with businesses and we’re all expecting a return of confidence to the market," said Mr Crawley.

 

Table 1. Australia’s historic Net Employment Outlook trend 2012-2014

Australia’s historic Net Employment Outlook trend 2012-2014

 

Table 2. Net Employment Outlook Comparison by sector

Net Employment Outlook Comparison by sector

 

Table 3. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

 


03-12-13

New RCSA president as Lincoln Crawley steps down

ManpowerGroup Australia and New Zealand managing director Lincoln Crawley has stepped down as RCSA president after three years in the job, with DFP Recruitment Services CEO Robert van Stokrom replacing him.
Crawley, who will remain on the board, said the change was made as part of a structured succession plan to ensure the RCSA board has the right talent, experience and focus to continue to influence government policy and raise industry professionalism.

Van Stokrom, who has been on the board since 2007 and vice-president since 2011, said he is taking the helm at a time where the recruitment industry is facing constant change and challenges.

"I believe we will see many changes in our industry and as such we need to ensure we don't just react, but we predict and act with speed and certainty," he said.

Meanwhile, Chandler Macleod NSW and ACT general manager of recruitment Nina Mapson Bone and Robert Walters Brisbane director Sinead Hourigan have joined the board as the NSW and Queensland representatives.

McArthur CEO Matthew McArthur and ManpowerGroup OH&S unit manager Denis Dadds have both stepped down from their board roles.

 


12-11-13

Acquisition Expands ManpowerGroup's Specialist Search Capability

ManpowerGroup Australia has expanded its specialist search capability through the acquisition of safesearch and envirosearch, leading health, safety, environment (HSE) search and recruitment specialists.

The acquisition is part of a global strategy by ManpowerGroup's professional resourcing brand Experis to purchase specialist practices in professional search. It's the first acquisition ManpowerGroup has made in the Australia/New Zealand market in over a decade.

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said the acquisition of safesearch and envirosearch aligns with the Experis brand focus on specialist, professional resourcing including engineering and IT.

"safesearch and envirosearch are market leaders in their specialist areas and the management team brings a vast amount of experience to the table. It’s a great fit for ManpowerGroup; it takes us into the HSE market, bolsters our specialist search function and builds on our industry research expertise, with a biannual HSE industry Index," Mr Crawley said.

Headed by Julie Honore, safesearch and envirosearch are pioneers in sourcing and recruiting quality HSE and workers' compensation candidates across Australia and New Zealand, for both permanent and contract staff.

Ms Honore said the alignment will bring many benefits for safesearch and envirosearch employees, candidates and their clients.

"ManpowerGroup's philosophy is very similar to ours - they do not see recruitment as simply 'filling a job order', but seek to establish long term relationships with all stakeholders."

"After eight years in the industry, this move will provide us with access to a large, international network of resources, greater reach in both local and global markets, while still retaining our brand and deep vertical expertise. All of this improves our services for clients and candidates," she said.

"The agreement will enable safesearch and envirosearch to retain their local brands, management and delivery teams while coming under the ManpowerGroup umbrella, so day-to-day it will be business as usual," Ms Honore said.

"This is the start of an exciting phase for ManpowerGroup in Australia and New Zealand. It compliments our organic growth through selective acquisitions under Experis delivering a broader range of specialist capabilities together with strong returns and we will be continuing to look for further opportunities," Mr Crawley said.

-ends-

About safesearch

safesearch is a pioneer in the sourcing and recruitment of quality health, safety, environment (HSE) and workers' compensation candidates across Australasia. The leadership team at safesearch bring 89 years combined experience in recruitment, OHS and consulting.
Working across a diverse range of industry sectors in both contracting and permanent placements, safesearch has built a reputation as HSE recruitment specialists, being thought leaders in the HSE talent acquisition space. The company's 'narrow and deep' approach results in above industry retention rates and turnaround times that don't compromise quality.
safesearch focusses on business impact and innovation, driving credibility through corporate partnerships, chairing and facilitating thought provoking forums, supporting HSE education initiatives and producing an in-depth annual HSE remuneration survey. For more information visit the website: www.safesearch.com.au

 


24-10-13

Banking and Financial Institutions Need Robust Workforce Strategies to
Keep Pace with Industry Change

New Insights Paper, "Why Financial Institutions Need a Workforce Strategy", Outlines Steps to Accelerate Business Success

AUSTRALIA (October 24, 2013): ManpowerGroup, the world leader in innovative workforce solutions, has released a global white paper advising financial and banking institutions on the importance of developing a workforce strategy to succeed in today’s ever-changing market.

In a post-GFC economy, the role and development of financial institutions has changed. The current economic environment of certain uncertainty, decreased public trust and quickly-evolving technologies has meant the finance industry needs to adapt the way they operate and service their customers. Attracting, retaining and planning a competitive workforce is vital to the ongoing success of these institutions.

ManpowerGroup's 2013 Talent Shortage Survey found that one in two Australian employers struggle to find the talent they need, and accounting and finance professionals rank among the top 10 hardest jobs to fill for the past eight years.

Sue Howse, General Manager, ManpowerGroup Solutions said against a backdrop of talent scarcity and market uncertainty, financial institutions have not only lost the trust of the public and their customers, but also the confidence of potential employees and graduates.

"Financial firms need to source a range of niche technical talent to support their changing workforce functions. We are seeing new critical risk and compliance analysis roles being created, greater and continued cross-functional capabilities required, and the creation of new jobs following the evolution of mobile banking and increased online transactions," she said.

Alarmingly, 76% of global financial companies are operating without a fully implemented workforce strategy, a recent survey by ManpowerGroup Solutions’ Strategic Workforce Consulting (SWC) business found. In addition, more than half of financial firm respondents reported that human resources (HR) functions play no or a limited role in implementing business strategy.

Bridget Beattie, General Manager Right Management Australia, said to attract and develop top talent, organisations need to plan ahead and develop a talent strategy that supports critical business needs.

"Any company’s business strategy must carefully consider the workforce requirements over the short and long term. A business strategy is immaterial without the talented people available to execute it," she said.

As the Australian economy shifts away from traditional industries like resources and manufacturing, and toward emerging sectors in technology and services, the way banking and financial institutions work must change.

"Flexible work models will allow employers to maximise their workforce, while increasing their competitive advantage in the marketplace. Australian businesses need to look at how they can successfully incorporate the skills of full-time workers, contingent workers and remote or virtual talent to meet their evolving business needs," Ms Beattie said.

"A holistic workforce strategy takes into account important external factors that affect current and future talent sources, including: demographic shifts, the rise of emerging markets and evolving technology. Without adequate planning, companies will discover all too late that 'on-demand' talent will simply no longer be available."

ManpowerGroup’s Strategic Workforce Consulting (SWC) framework helps companies take a fact and data-based approach to determine the best balance of workforce strategies to not only achieve the best return on investment, but to ensure it is sustainable. This is achieved through a proven five-step process: confirm business strategy implications; align on workforce needs and capabilities; create workforce strategy; develop action plans, and execute measure and refine.

ManpowerGroup Solutions' new insights paper, "Why Financial Institutions Need a Workforce Strategy", released today, outlines talent management strategies human resource leaders can use to develop and maximise their employees' potential. At a time when companies' business strategies are rapidly shifting, attracting the best talent and keeping up with changing business models — and technology — poses an ever-bigger challenge.

Download a copy of ManpowerGroup Solutions’ insights paper, "Why Financial Institutions Need a Workforce Strategy".


10-09-13

New data shows Australian hiring pace is expected to weaken:
Manpower Employment Outlook Survey Q4 2013

AUSTRALIA (September 10, 2013): The latest Manpower Employment Outlook Survey results show hiring optimism in Australia will weaken in quarter four this year, falling to a Net Employment Outlook of +3% from +6% in quarter three. The fall is in line with a year of tough economic conditions and political uncertainty, and is the weakest forecast reported by Australian employers in over four years.

The survey, which gauges the hiring intentions of over 1,500 employers in Australia for the coming quarter, found 17% plan to increase their hiring, 14% plan to decrease and 69% will make no changes to their hiring plans. The resulting Net Employment Outlook of +3%, reflects the downcast employer sentiment in Australia.

"This year has been a tough one for business, with the uncertainty around the election putting an added strain on the market," said Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand.

"The falling Australian dollar and interest rate cuts in the past few months have taken longer than hoped to lift business confidence, with indicators in August hitting a four year low.

"The latest survey results paint a stark picture of the fragmented market, with results across nearly all industry sectors and regions falling. This contraction has been acutely felt in the resource, manufacturing, retail, and finance sectors," he said.

According to Mr Crawley, the election results won’t have an immediate effect on the employment market, however, the definitive win should lead to some much needed stability in the economy.

"Business will be expecting a strong agenda from the Liberals that will help encourage investment, economic growth and all important job creation."

"In this environment it’s critical for all organisations to have a well thought out flexible workforce strategy," he said.

"It can be tough to make talent your priority when cost cutting is widespread; however, it’s vital that organisations increase their focus on improving workforce productivity and effectiveness. To maximise existing talent, business leaders should be reviewing employee development schemes, up-skilling and looking for opportunities to leverage training initiatives."

Looking across the country, the Australian Capital Territory experienced an increase in hiring optimism due to expected activity post-election. Employers in the territory reported a Net Employment Outlook of +7%, up two percentage points from last quarter.

Hiring intentions in Queensland had the sharpest fall, dropping eight percentage points to a Net Employment Outlook of -3%--the weakest forecast since the third quarter of 2009. Western Australia’s Net Employment Outlook also weakened, falling three percentage points from last quarter to a Net Employment Outlook of +4%. Both state’s employment markets are showing the effects of a weakening resource sector.
Employers in Tasmania reported the weakest Net Employment Outlook among the regions, falling by three percentage points to -4%.

In New South Wales employers' hiring outlook fell by two percentage points to a Net Employment Outlook of +4%, compared to Victorian employers reporting no change this quarter and maintaining a Net Employment Outlook of +7%. Hiring intentions in the Northern Territory remained the same with a Net Employment Outlook of +16%, while in South Australia employers’ hiring outlook was down one percentage point to a Net Employment Outlook of 0.

Among the sectors, Mining and Construction has dropped four percentage points, to a disappointing -6%. The Transport and Utilities sector took the largest hit, falling nine percentage points to a Net Employment Outlook of +5%.

The Wholesale Trade and Retail Trade sector fell six percentage points to a Net Employment Outlook of +3%, and employers in the Finance Insurance and Real Estate sector predicted a fall of three percentage points to a Net Employment Outlook of +7%.

The Public Administration and Education sector reported an decrease of two percentage points to a Net Employment Outlook of +6%, the Service sector also expect a drop in hiring intentions, predicting a Net Employment Outlook of +7%.

On the flip side, employers in the Manufacturing sector expect a rise, reporting a Net Employment Outlook of +1% for quarter four, up two percentage points from last quarter.

"Job seekers should take heart that projects and developments which were put on hold until after the election will likely start to get moving again.

"Employers should take some time to understand exactly what their talent needs will be, not just now, but three and five years down the track. Every talent strategy should be closely aligned to business aims and opportunities for future growth," Mr Crawley said.

 

Table 1. Net Employment Outlook Comparison by sector

 

Q4 2013

Quarter-on-quarter
change

Year-on-year
change

National

+3%

-3%

-6%

Finance, Insurance & Real Estate

+7%

-3%

-5%

Mining &
Construction

-6%

-4%

-16%

Manufacturing

+1%

+2%

0

Wholesale & Retail Trade

+3%

-6%

-6%

Transport & Utilities

+5%

-9%

-9%

Public
Admin/Education

+6%

-2%

0

Services

+7%

-3%

-8%

 

Table 2. Net Employment Outlook Comparison by Region

 

Q4 2013

Quarter-on-Quarter
change

Year-on-year
change

National

+3%

-3%

-6%

SA

0

-1%

-6%

QLD

-3%

-8%

-11%

TAS

-4%

-3

0

VIC

+7%

0

0

NT

+16%

0

-2%

WA

+4%

-3%

-15%

NSW

+4%

-2%

-5%

ACT

+7%

+2%

-2%

 


11-06-13

Australian hiring remains subdued:
Manpower Employment Outlook Survey Q3 2013

AUSTRALIA (June 11, 2013): The latest Manpower Employment Outlook Survey results show hiring optimism in Australia will remain weak in quarter three this year, rising only slightly to a Net Employment Outlook of +6%.

The survey, which measures the hiring intentions of nearly 1,900 employers in Australia for the coming quarter, found 17% plan to increase their hiring, 12% plan to decrease and 70% will make no changes to their hiring plans. The resulting Net Employment Outlook of +6%, reflects the subdued employer sentiment in Australia.

According to Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, job growth in the country has not been steady and the market continues to fluctuate.

"Sectors that employ a large number of people, such as manufacturing and tourism, have been affected by falling commodity prices and a high dollar. At the same time, the resource sector investment is moving from exploration to production phase in many companies, and this is less labour-intensive. However, there are key projects in Oil and Gas coming back online, which will drive some growth.

"On the ground we're hearing that employers are cautious about investing in new talent, especially with the current political and economic uncertainty. The latest Federal Budget revealed a significant drop in revenue and reflects a number of pain points in the economy. And with an election looming, many organisations are looking to later in 2013 to start planning," he said.

Looking across the country, the Northern Territory apart from South Australia was the only region to predict an increase in hiring optimism, with employers there reporting a Net Employment Outlook of +14%, up one percentage point from last quarter. Hiring intentions in Queensland had the sharpest fall, dropping six percentage points to a Net Employment Outlook of +5%. Employers in South Australia reported the weakest Net Employment Outlook among the regions, even though increasing by three percentage points to +1%. WA took another hit, falling two percentage points to a Net Employment Outlook of +8%, continuing a downward trend.

In New South Wales employers' hiring outlook fell by two percentage points to a Net Employment Outlook of +6% and in Victoria employers reported a fall of three percentage points to an Net Employment Outlook of +7%.Hiring intentions in Tasmania will remain the same as last quarter, +1%, while in the ACT employers also predict a fall of two percentage points to +5%.

Among the sectors, Mining and Construction has fallen two percentage points, to a stagnant -1%. The Finance, Insurance and Real Estate sector took the largest hit, falling six percentage points to a Net Employment Outlook of +9%. The Services sector fell two percentage points to a Net Employment Outlook of +11%, and employers in the Manufacturing sector predicted a fall on one percentage point to a Net Employment Outlook of 0.

Employers in the Public Administration and Education sector expect the largest rise, reporting a Net Employment Outlook of +8% for quarter 3, up six percentage points from last quarter. The Transport and Utilities sector reported an increase of four percentage points to a Net Employment Outlook of +15%, the strongest among the sectors, while the Wholesale and Retail Trade sector also expect a rise in hiring intentions, predicting a Net Employment Outlook of +9%.
Mr Crawley said that despite the subdued market, there will always be strong demand for highly skilled and experienced professionals.

"Employers are still being competitive when it comes to finding specialised talent, and there are sectors like IT, health and resources where niche roles are crucial to operations."

"Cost effectiveness is front of mind for employers at the moment. We are working with clients to ensure their talent strategy is able to improve efficiency and maximise productivity."

Table 1. Net Employment Outlook Comparison by Region

 

 

Q3 2013

Quarter-on-Quarter
change

Year-on-year
change

National

+6%

+2%

-4%

SA

+1%

+3%

-7%

QLD

+5%

-6%

-8%

TAS

+1%

0

+1%

VIC

+7%

-3%

+2%

NT

+14%

+1%

-6%

WA

+8%

-2%

-12%

NSW

+6%

-2%

-5%

ACT

+5%

-2%

-8%

 

 

 

Q3 2013

Quarter-on-quarter
change

Year-on-year
change

National

+6%

+2%

-4%

Finance, Insurance & Real Estate

+9%

-6%

-12%

Mining &
Construction

-1%

-2%

-10%

Manufacturing

0

-1%

-6%

Wholesale & Retail Trade

+9%

+4%

+5%

Transport & Utilities

+15%

+4%

+1%

Public
Admin/Education

+8%

+6%

-2%

Services

+11%

-2%

-5%

 

Table 2. Net Employment Outlook Comparison by sector


12-03-13

Wait and see sentiment permeates the Australian market:
Manpower Employment Outlook Survey Q2 2013

The latest Manpower Employment Outlook Survey results show hiring sentiment for the second quarter of 2013 will remain subdued, as local economic and political uncertainty continue to affect employers. The survey found Australian employers' hiring intentions fell five percentage points to a Net Employment Outlook of +4%.

The survey, which measures over 2,200 Australian employers' hiring intentions for the coming quarter, found that 13 per cent plan to decrease hiring in the next quarter, 21 per cent plan to increase hiring and 65 per cent will make no changes to their hiring plans. The seasonally adjusted NEO of +4% compares to +12% at the same time last year, and reflects an ongoing downward trend.

"We've seen a number of conflicting economic indicators recently. Consumer and business sentiment recovered slightly in January, while retail sales during December were weak and building approvals were also subdued," said Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand.

"These conflicting indicators, coupled with the uncertainty an election year brings, are creating caution in the job market, as employers take a wait and see attitude to hiring. Against this backdrop we are helping organisations increase their focus on improving workforce productivity, through employee development, training and up-skilling, as a way to build on the talent they already have," he said.

Across the country, employers in Queensland showed the most optimism, buoyed by Oil and Gas projects in the state, reporting a six percentage point increase to an NEO of +11%. Employers in New South Wales increased their hiring outlook by three percentage points to an NEO of +9% and in Tasmania increased their hiring outlook by five percentage points to an outlook of +1%, taking the state out of negative hiring sentiment.

Employers in Victoria reported an NEO of +11% and in the ACT an NEO of +8%, both results remaining steady from last quarter.

In a quarter-over-quarter comparison, employers in South Australia report the biggest drop in hiring intentions, with the NEO falling six percentage points to -1%. Employers in Western Australia and the Northern Territory also expect a drop in hiring, reporting outlooks of +10%, down four percentage points, and +13%, down one percentage point, respectively.

"This is the first time we have seen Western Australia's employment outlook fall behind the other regions since 2010, suggesting the recent rally in commodities and positive activity in China is yet to flow through to jobs in resources. Projects like Roy Hill have predicted that they will no longer need the 1700 foreign workers applied for under the EMA scheme, as there are now enough local workers in the market to fill roles," Mr Crawley said.

Among the sectors, Mining and Construction rose two percentage points to +2% and the Public Administration and Education sector rose five percentage points to +1%.

Transport and Utilities reported the largest fall, down four percentage points to +11%, and the Wholesale and Retail Trade sector fell two percentage points to an outlook of +4%.
The outlook in Finance, Insurance and Real Estate fell three percentage points to +16%, and Services and Manufacturing both fell one percentage point to +14% and +2% respectively.

"There is a move towards role flexibility with employees increasingly wearing two or three 'hats' to improve workforce efficiency, so job seekers that show they can be dynamic will become vital to organisations.

"The softening in areas such as the resources sector has meant the urgency of skills shortages has declined. However, with many market indicators on the increase signifying a slow but steady recovery in the economy, it is critical for employers to look ahead at the talent they will need in the next year and build a workforce strategy that aligns with their business strategy," Mr Crawley said.

Net Employment Outlook Comparison - Region

Net Employment Outlook Comparison - Industry

 


06-03-13

ManpowerGroup Named One of World's Most Ethical Companies for Third Consecutive Year
Ethisphere Institute Recognizes ManpowerGroup for Leadership in Ethical Business Practices

MILWAUKEE, March 6, 2013 /PRNewswire/ -- ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, was today named one of the World's Most Ethical ("WME") Companies by the Ethisphere Institute for the third consecutive year. The 2013 WME companies are those that truly embrace ethical business practices and demonstrate industry leadership, forcing peers to follow suit or fall behind.

"The World's Most Ethical distinction recognizes how ManpowerGroup unleashes human potential, delivers innovative workforce solutions, and has the most trusted brand in the industry," said Jeffrey A. Joerres, ManpowerGroup Chairman and CEO. "This continued recognition means a great deal to our nearly 30,000 colleagues around the world. It confirms that responsible and ethical behavior is part of our corporate DNA, and what we have always seen as a commitment to our stakeholders,"

A record number of nominations and applications this year made the 2013 list - the most competitive in the seven-year history of the World's Most Ethical Companies. ManpowerGroup is the only company in the staffing services industry sector that has earned recognition for three consecutive years.

"Not only did more companies apply than any year in the past, which demonstrates that ethical activity is an important part of many of these companies' business models, but we are also seeing more companies be proactive and create new initiatives that expand ethics programs and cultures across entire industries, such as industry-based ethics associations and other activities," said Alex Brigham, Executive Director of Ethisphere. "We are excited to see the 2013 World's Most Ethical Companies take these leadership positions, and embrace the correlation between ethical behavior and improved financial performance."

Through in-depth research and a multi-step analysis, Ethisphere reviewed nominations from companies in more than 100 countries and 36 industries. The methodology for the World's Most Ethical Companies includes reviewing codes of ethics, litigation and regulatory infraction histories; evaluating the investment in innovation and sustainable business practices; looking at activities designed to improve corporate citizenship; and studying nominations from senior executives, industry peers, suppliers and customers.

The complete list of the 2013 World's Most Ethical Companies is available to view at http://ethisphere.com/wme


06-02-13

ManpowerGroup Reveals Why Leading in the Human Age Requires New Approaches to the World of Work at World Economic Forum

ManpowerGroup Publishes Paper with Recommendations for Building the Human Age Corporation in the Face of Certain Uncertainty

ManpowerGroup, released its annual analysis of the macro-economic forces impacting the world of work at the World Economic Forum last week. The insight paper, “Leading in the Human Age: Why An Era of Certain Uncertainty Requires New Approaches to the World of Work,” outlines how companies can reinvent themselves as flexible and adaptable Human Age corporations in response to continued market uncertainty.

Since ManpowerGroup’s announcement of the Human Age - a complex era where talent, as capital once was, is a key driver of economic growth - at the 2011 WEF Annual Meeting, the forces evolving this volatile age are growing more intertwined, pushing and pulling in different directions until they become impossible to separate, much like a Gordian Knot.

As the Human Age is becoming increasingly volatile and unpredictable, companies must prepare for one certainty: uncertainty.

“In a world where economic, political and social turmoil are creating an era of uncertainty, companies' flexibility and ability to adapt quickly to new market conditions is crucial," said Jonas Prising, ManpowerGroup President. "With talentism now a dominant economic catalyst, a company's strategies, processes and solutions to navigate risk must start with its people. Only by unleashing and leveraging human potential will a nation or corporation successfully navigate these unpredictable challenges."

"The Australian economy is undergoing significant changes which will impact the labour market in 2013," said Lincoln Crawley, Managing Director of ManpowerGroup Australian and New Zealand.

“Traditional employment sectors, like manufacturing and retail, continue to decline, and the resources sector which has been a consistent bright spot in Australian market is slowing in many parts. However, we are seeing other sectors continue to grow, creating demand for roles such as social assistance and aged care workers, IT specialists, engineering professionals and technical trades."

“The way we work is also changing. Contractor roles are increasing, employees are demanding flexible work arrangements, and smartphone technology is creating a constant connection between employees and businesses.

"Organisations must re-evaluate their workforce strategies in order to manage these emerging trends in work behaviour,” he said.

Below are ManpowerGroup's 10 Principles for Building the Human Age Corporation, allowing companies to respond quickly to fluctuating market forces and outpace competitors:

Principles for Building the Human Age Corporation

What we used to do . . . What we should now do. . .
Rigid, long-term business models, strategies, plans Create a set of core principles of execution which are flexible and adaptable to uncertainty
Siloed business and workforce strategies Align workforce strategy to business goals
Segmentation of markets by geography Segmentation of markets based on similarities, despite geography
Technology to help processes Technology to drive growth and productivity
Society based vertical hierarchy structure Develop a "community" based horizontal hierarchy system
Manage teams based on business goals alone Develop augmented managers to play a wider role in developing growth, coaching teams and individuals
Leaders direct from the top in isolation Leaders should work collaboratively to drive performance
Train individuals for the role they are currently in Train individuals for the role they will likely take in the future
Find talent where the work is Take work to where the talent is
Capitalism directs the company Use Talentism to direct the company

 

As the Human Age ecosystem continues to evolve, the forces shaping world of work trends are as follows:

  • Redefining Market Segmentation: World economic power continues to shift considerably South and East, with 70% of gross domestic product (GDP) growth between now and 2020 projected to come from emerging markets. The resegmentation of society is also evident in new "bubbles" of society, with socio-economic classes increasingly varied as individuals now easily bond over common ideas, ideologies and opinions across borders via media and technology. Companies need to consider how "bubblization" has weakened traditional socio-economic classes and leverage social frameworks to drive results from their people.
  • Economic Evolution - Materialization of Great Inversions: The global skills mismatch is inspiring the emergence of a second economy, as jobs have been lost more via technological progress than by delocalization. Stemming from this is a third economy where this loss of jobs results in a need for new skills. For example, production line jobs may be lost to automated alternatives but this may, in turn, create increased demand for technicians to design and service machines. Companies will be challenged to plan for these shifts and ensure their talent pipeline is prepared to cope with the different skills required.
  • Technological Evolution - Shifting Sands Accelerate: Technology continues to be a major agent of change in terms of economy, society, culture and work, presenting myriad opportunities and scope to transform current work models. For example, personalized apps that allow employers to communicate tailored information to individual employees could revolutionize employee engagement, bringing employees together and allowing them to interact more widely across large organisations.
  • Certain Uncertainty: Periods of chronic uncertainty demand concerted action, based on strong fundamental principles to lead by. Yet governments, individuals and companies often react defensively and irrationally to uncertainty or are simply paralyzed by it. As a result, employee engagement can drop off and with it productivity will as well. As companies struggle to adapt to the Human Age and the Gordian Knot of forces creating such uncertainty, companies will require new leadership models, people practices, talent sources and also develop their internal systems, culture, engagement and training.

"Leading in the Human Age: Why An Era of Certain Uncertainty Requires New Approaches to the World of Work," is available for download at: http://manpowergroup.com/research/research.cfm


11-12-12

Manpower Employment Outlook Survey: hiring optimism hits 2-year low

The latest Manpower Employment Outlook Survey results show hiring sentiment for the start of 2013 will remain cautious, with Australian employers reporting a Net Employment Outlook (NEO) of +8%, compared to +14% a year ago and +22% the year before that.

The survey, which measures over 2,200 Australian employers' hiring intentions for the coming quarter, found that 13 per cent plan to decrease hiring for the first quarter in 2013, 20 per cent plan to increase and two-thirds (66%) will make no change. The hiring outlook, which has been trending downward from mid-2011, has now stabilised at an NEO +8% for two consecutive quarters, indicating the slowdown in employer sentiment could be here to stay.

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said what we had hoped was a short-term dip in the jobs market may in fact be the “new norm”.

“With the exception of Victoria and Tasmania, the outlook in each state and territory has fallen. However, we are seeing pockets of demand and jobs growth, where 'micro-sectors' in certain industries are strong while the rest of the market is subdued.

“For example, while jobs in resources are down overall, the Oil and Gas industry remains strong, with an expanding pipeline of projects that will drive demand for workers throughout 2013. Recent figures from the Queensland Minerals Council bear this out: while 5000 coal jobs were lost in the state, 7000 coal seam gas jobs were created in the first half of 2012,” he said.

Overall, Australia's economic juggernaut of Mining and Construction took another hit this quarter, dropping eight percentage points to a NEO of zero: the lowest result since Quarter 3 in 2009. This drop-off follows reports of declining demand amid lower prices commodities such as iron ore and coal.

The Finance, Insurance and Real Estate jobs market has bucked the downward trends, rising eight percentage points to an NEO of +19%.

“While an uptick in finance sector jobs is somewhat surprising, it shows that employers are responding quickly to market changes. For example, risk and compliance roles are growing as the industry struggles with changes to legislation around super and financial advice. Similarly, financial sales roles are in up, as organisations invest in new products to diversify in a tough market,” Mr Crawley said.

"As always, skilled trade workers and engineers are still in high demand, including mechanical fitters, sheet metal workers, electricians and a range of roles that work in resources sector construction."

The Public Administration & Education sector recorded the biggest fall, dropping 10 percentage points quarter-on-quarter, to an NEO of -3%, and the only sector to report a negative outlook.

"Budgets are under pressure in most states due to lower tax revenues, and this is leading to cuts to public service staff and a freeze on recruitment in government departments and frontline services," Mr Crawley said.

Wholesale and Retail Trade fell two percentage points quarter-on-quarter to an NEO of +6%, reflecting the continued challenges in the sector.

"January is usually a busy time for the sector, so these results reflect retailers’ uncertainty around how the "sales season" will play out," Mr Crawley said.

The Services & Transport and Utilities sectors both increased their hiring outlook to an NEO of +16%.

“These sectors have been quiet achievers this year, with steady but strong hiring outlooks being maintained in spite of difficult employment conditions facing the broader Australian economy. Notably, both sectors’ hiring intentions showed very little change through the implementation of the carbon tax, despite fears that it would lead to job losses,” Mr Crawley said.

Among the states, Victoria is the surprise performer where employers reported a four percentage point increase from last quarter, up to a NEO of +11%, showing signs of a tentative recovery with results picking up gradually over the last three quarters.

Employers in New South Wales, Queensland and South Australian reported similar low NEO’s of +6%, +5% and +5% respectively, all dropping two percentage points quarter-on-quarter, results that have hit the lowest points since the GFC.

Mr Crawley said employers should not become complacent about their workforce planning, as shortages still exist for certain skills and job families.

“It's important for employers to continue to invest in internal training and development programs in order to build the talent they have and attract and retain the talent they will need to be successful in 2013.

"For industries where we are seeing a lot of volatility, good workforce planning and strategies can help combat the fluctuations, and optimise their workforces to run at the most efficient and effective levels," Mr Crawley said.

ManpowerGroup says job seekers should focus on the bright spots in the market.

"Job seekers should take heart from the fact that there are still industries hiring and pockets of demand and set their sight on those areas," he said.

Net Employment Outlook Comparison - Region

  Q1 2013 Quarter-on-Quarter change Year-on-year change
National
8%
0%
-6%
SA
5%
-2%
-2%
QLD
5%
-2%
-8%
TAS
-5%
1%
-12%
VIC
11%
4%
0%
NT
15%
-5%
0%
WA
15%
-4%
-10%
NSW
6%
-2%
-10%
ACT
(not seasonally adjusted)
8%
-1%
-7%

 

Net Employment Outlook Comparison - Industry

  Q1 2013 Quarter-on-quarter change Year-on-year change
National
8%
0%
-6%
Finance, Insurance & Real Estate
19%
8%
3%
Mining & Construction
0%
-8%
-23%
Manufacturing
3%
3%
-3%
Wholesale & Retail Trade
6%
-2%
-1%
Transport & Utilities
16%
5%
4%
Public Admin / Education
-3%
-10%
-14%
Services
16%
1%
-4%


05-11-12

ManpowerGroup awarded best Multi-National Agency in 3 successive years

AUSTRALIA (5 NOVEMBER 2012): ManpowerGroup Australia & New Zealand was awarded Best Multi-National Agency for the third year running last Friday night, at the Thomson Reuters Recruitment Excellence Awards (REA) gala dinner.

The REAs highlight excellence in recruitment and benchmark best practice, innovation and sound business strategy.

Chris Riley, General Manager of Sales & Marketing Australia and New Zealand, said the award for Best Multi-National Agency is testament to ManpowerGroup’s ability to leverage its global reach and expertise to help clients win locally.

"As workforces become increasingly global and the need to source specialist talent from overseas continues to grow, ManpowerGroup’s world-wide network is a key differentiator in providing our clients with effective and innovative borderless workforce solutions," he said.

"Despite the challenging climate for business this year, we continue to develop innovative workforce strategies and deliver outcome-based, talent driven solutions. Everything that we do is targeted to what’s new and what’s next in the world of work, in order to deliver results for both our clients and candidates," Mr Riley said.

The REA awards follow ManpowerGroup's success at the 2012 Global Recruiter Asia Pacific Award, where it won Best Marketing Campaign for its Mining for Skills blog; and the Skillsoft Perspectives Australia 2012 Innovation Award for Inspiring Leadership Development, for ManpowerGroup’s new eLearning Training and Development Centre.


 

02-11-2012

Manpower and 7HOFM have placed $1 million worth of jobs for Hobart

AUSTRALIA (NOVEMBER 2): Manpower and 7HOFM radio have successfully helped place $1 million worth of jobs for Hobart.

The 7HOFM's Million Dollar Job Hunt campaign, which ran for the month of October, aimed to connect job seekers and employers looking for workers in the Hobart, and provide positive workforce solutions for the local community.

Together with Radio 7HO FM, Manpower generated roles across a range of industries, including accounting, traffic control, hospitality, sales, administration and hairdressing.
Chris Riley, General Manager, Manpower Australia, said the initiative has been a great success in filling in-demand jobs for the region. Employers are constantly challenged to find new ways of attracting the right talent; our partnership with 7HOFM is a great example of collaboration which has resulted in helping local businesses in the Hobart community.

"It's a positive outcome for the Tasmania employment market and we hope to see opportunities continue to grow in the state," he said.


16-10-2012

ManpowerGroup Wins Best Large Recruitment Business Honor At First Global Recruiter Asia Pacific Recruitment Industry Awards

ManpowerGroup Australia Scoops Best Marketing Campaign Award, ManpowerGroup New Zealand Highly Commended

ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, is pleased to announce that its Asia Pacific and Middle East operations have been named as the Best Large Recruitment Business Winner at the inaugural Global Recruiter Asia Pacific Recruitment Awards.

ManpowerGroup received the accolade for the excellence of its brand, commitment to providing outstanding customer service to its clients in multiple countries across the region, and for its innovative work in the industry. The company's unparalleled Candidate Experience, expert advice and thought leadership, and its commitment to corporate social responsibility made ManpowerGroup the stand-out choice for the judging panel.

"This award recognizes ManpowerGroup's unparalleled ability to deliver the full suite of innovative workforce solutions to help our clients win in the fast-changing Human Age," said Darryl Green, ManpowerGroup President, Asia Pacific and Middle East. "Our strong and connected brands, expert solutions and counsel to our clients, the fact that we are the premier place to find a job, and our careful balance of sustainability with profitability truly presents a winning combination."

ManpowerGroup Australia also won the Best Marketing Campaign category, with ManpowerGroup New Zealand highly commended. ManpowerGroup Australia's Mining for Skills social marketing campaign is focused on collaboration, discussion and debate to ease talent shortages within the country's resource sector. The initiative encourages communication between all stakeholders affected by these skills mismatches.

ManpowerGroup New Zealand's Rebuild Our City campaign involved launching an online presence (www.rebuildourcity.co.nz) to connect skilled construction and engineering workers with employment opportunities as the city of Christchurch rebuilds following the February 2011 earthquake.
ManpowerGroup has recently been recognized with other accolades for unrivalled expertise and solutions across the Asia-Pacific region, including the International Investment Strategist award in June for its 18-year presence in China. ManpowerGroup also received a second award for contributing to public welfare in the country at the Beijing event sponsored by the China International Council for the Promotion of Multinational Corporations (CICPMC) and co-sponsored by several United Nations programs.

In December 2011, ManpowerGroup Hong Kong was named Most Valuable Company in Executive Recruitment by Mediazone Group and, for the second consecutive year, was awarded Best Multi-National Agency of the Year at the Thomson Reuters Excellence Awards in Australia.


 

Manpower and 7HOFM team up to find $1 million in jobs for Hobart

AUSTRALIA (1st October, 2012): Manpower, the world leader in workforce solutions, has partnered with 101.7 7HOFM in developing a scheme that aims to find $1 million worth of jobs for the Hobart community.

The initiative "7HOFM's Million Dollar job Hunt" begins on the 1st of October and aims to connect job seekers and employers looking for workers in the Hobart region.

In August, the Tasmanian unemployment rate rose to 6.8 per cent, the highest in the country, and the latest Manpower Employment Outlook Survey results showed the hiring outlook of employers in the state is likely to drop further in the next quarter.

Chris Riley, General Manager, Manpower Australia, said the initiative will help provide some positive news from the region's employment market.

"We are hearing a lot of negative reports coming out of the Tasmanian labour market and economy. By raising the profile of local opportunities and of local job seekers with Radio 7HOFM we hope to help reenergise the market.

"We realise that unemployment in Tasmania is a complicated issue and this won't be a quick fix, however it’s a step in the right direction and we’re looking forward to beginning the initiative," he said.

Steve White, General Manager 7HOFM said "We are thrilled to be able to work with local business and the Hobart community in creating opportunities for employees and employers. Not only are we tackling the unemployment rate, but we’re giving community spirit a boost!"

Manpower and 7HOFM encourage candidates and organisations in the Hobart region to register their interest at: www.7hofm.com.au



13 September

Australia's employers remain cautiously optimistic about hiring:
Manpower Employment Outlook Survey

The Manpower Employment Outlook Survey released today reveals some opportunities remain available for Australia's job seekers. The Net Employment Outlook remains positive despite local and global economic jitters, and falls just one percentage point this quarter to a Net Employment Outlook of +9%.
The survey of over 2,200 Australian employers, which measures hiring intentions for the coming quarter, revealed that 20 per cent of employers expect to increase hiring, while the number of companies planning to decrease hiring has remained steady at 11 per cent. With no significant change from last quarter, these results point to the jobs market remaining steady for the remainder of 2012.

Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said, "The jobs market appears quite resilient in the face of concerns about the carbon tax, the continuing Eurozone crisis and fears of a Chinese slowdown.

"While the last 12 months have seen a slow downward trend for employer hiring confidence, there is certainly no sign of panic; in fact 1 in 5 employers plan to increase hiring in the last quarter of 2012, while the vast majority will maintain their staff levels. Overall, the jobs forecast is down but certainly not out."

Patchwork Economy alive and well

The survey results show that employer hiring plans continue to reflect the 'patchwork' jobs pattern of Australia.

  • Employers in the Services sector report the most positive hiring intentions with a Net Employment Outlook of +16%, reflecting a 2 percentage point increase when compared with last quarter.
  • In the Wholesale Trade & Retail Trade sector, the Outlook improves five percentage points quarter-over-quarter to +9%. It's the strongest level reported by employees in the sector in more than a year, and is likely driven by employers planning for the Christmas season.
  • Conversely, Manufacturing employers report a noticeable decline in the Australian jobs market. Hiring plans decline by 6 percentage points quarter-over-quarter to a Net Employment Outlook of 0%, its weakest point since the third quarter of 2009.
  • Hiring plans also decrease by a moderate 8 percentage points quarter-over-quarter in the Finance, Insurance and Real Estate sector where employers report an Outlook of +11%. Meanwhile, confidence remains intact in the Mining & Construction sector where employers report no changes in hiring plans when compared with last quarter. The Net Employment Outlook in the sector stands at +10%.

"The industry sector survey results support the view that there is a structural shift occurring in the economy, with demand for professional skills in areas such as services and mining helping to offset the continued loss of manufacturing positions," Mr. Crawley said.

Among the states and territories the forecast is mixed:

  • Employers in the Northern Territory report the strongest hiring plans with a healthy Net Employment Outlook of +24%, with seasonal work in the area picking up as well as continued resources projects.
  • In Western Australia, hiring plans improve 5 percentage points from last quarter, with employers there reporting a healthy Outlook of +22%.
  • Meanwhile, the Outlook in New South Wales slides downward for the sixth consecutive quarter, and now nearly mirrors the hiring forecast at the national level with an Outlook of +10%.
  • On the downside, Tasmanian confidence dropped six percentage points from last quarter to a Net Employment Outlook of -6%, the weakest forecast reported in the region since the Australian survey began in 2003.
  • Similarly, Victoria's forecast is the weakest on the mainland, with employers there reporting an Outlook of just +6%.
  • Following an upbeat forecast last quarter, employer confidence in Queensland declines six percentage points to an Outlook of +7%, which is slightly below the national average.

Mr. Crawley warns that no matter what the quarterly movements suggest, employers should not lose sight of their long-term workforce strategy.

"This survey reflects hiring intentions and not the ability to fill roles. Our latest Talent Shortage Survey found that 50 percent of employers still can’t find the workers they need for every role. Therefore, businesses need to be looking at their workforce from a longer-term perspective, continuously building their talent pipeline."

For jobseekers, flexibility continues to be critical, according to Mr. Crawley.

"The economy is undergoing significant change so job seekers need to focus on the areas that are growing and be willing to adapt. That may mean moving locations, retraining or updating your skills. The key is to go where the work is and develop the skills that are in demand," he said.


20th August

ManpowerGroup Solutions Ranked as World's Largest RPO Provider by NelsonHall

Global Footprint is Key to Meeting the Needs of Growing Employers

MILWAUKEE, Aug. 20, 2012 /PRNewswire/ -- ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, is honored that its ManpowerGroup Solutions RPO business has been named the largest global recruitment process outsourcing (RPO) provider in the "HR Outsourcing Market Forecast: 2012 - 2016," produced by the BPO industry analyst firm NelsonHall for the second consecutive year.

The study provides outsourcing buyers and providers with a market forecast of the global HR outsourcing market by geography and service type. According to its projections, the Asia-Pacific region, North America and Central and Latin America are the world's fastest-growing RPO markets, in that order.

"ManpowerGroup Solutions' RPO solutions are enabling access to increasingly hard-to-find skilled talent," said Gary Bragar, HR Outsourcing Research Director, NelsonHall. "ManpowerGroup Solutions' global presence and knowledge of local markets allows them to partner with companies worldwide to outsource their recruitment function, creating flexibility and greater efficiency in securing the right talent."

"ManpowerGroup's extensive global network, local resources and deep understanding of our client's requirements enable us to deliver complex RPO solutions," said Kate Donovan, Head of ManpowerGroup Solutions' RPO Center of Excellence."Currently we are delivering RPO services in 46 countries worldwide. We are proud to hold the top position in such a comprehensive, critical industry report as the NelsonHall market forecast."

In April of this year, ManpowerGroup Solutions RPO announced a $400 million contract for recruiting services over the next five years to the Australian Defence Force (ADF). This new contract set a record as the industry's largest RPO partnership.

ManpowerGroup was also recently ranked as both the Leader and Star Performer in the Everest Group PEAK Matrix, published in the April 2012 Recruitment Process Outsourcing (RPO) - Service Provider Landscape and Capability Assessment report. This is the second consecutive year ManpowerGroup has been recognized as the Leader by Everest Group, further cementing its status as the top global provider of RPO solutions.


19th July 2012

ManpowerGroup Solutions wins 3 year MSP contract with Westpac

ManpowerGroup Solutions has announced its renewed contract as Managed Service Provider (MSP) for contingent labour hire with The Westpac Group. This renewal is in recognition of the sustained success and results the partnership has achieved.

ManpowerGroup Solutions General Manager, Sue Howse comments, "ManpowerGroup's MSP solution is recognised globally. We are the world leader in MSP and this innovative workforce solution brings global best practices to both Westpac Group and the Australia & New Zealand market."

Since the initial contract with Westpac Group in 2008, ManpowerGroup Solutions has provided ongoing contingent workforce management solutions with efficient, cost-effective, results throughout a turbulent post-GFC market.

Sue Howse, further outlines that the next phase of the partnership will see the teams from both companies continue to work collaboratively.

"The strong relationships between ManpowerGroup Solutions and Westpac Group's key stakeholders allow us to assist the Westpac team in achieving their key objectives and support it’s workforce strategy.

"A key focus of the contract renewal is aligning the MSP team more closely with the Westpac Careers team, and this alignment will enable us to provide more efficient and tailored solutions," Ms Howse said.

"The instability of global financial markets over the last three years has meant that human resources and workforce solutions are a key to an organisations success. ManpowerGroup Solutions delivers programs and outcomes that enable our clients to achieve their company objectives - the MSP renewal with Westpac will certainly continue to do that," Ms Howse concluded.

 


2nd July 2012

Tait Communications selects ManpowerGroup to provide nationwide
workforce solutions

ManpowerGroup has announced a two-year contract with Tait Communications to provide nationwide Recruitment Process Outsourcing (RPO) for the company.

Tait Communications first engaged ManpowerGroup in August 2010 to source specialist research and development engineers for its Christchurch headquarters. This initial project was expanded in January this year to outsourcing the full recruitment process.

Under the new contract, ManpowerGroup will provide a full RPO model for Tait Communications' New Zealand operations, covering roles in Finance, ICT, HR, Manufacturing, Services, Project Management as well as specialist Research and Development Engineers.

“ManpowerGroup is proud to partner with Tait Communications, an iconic Christchurch company that is a global leader in the critical communications industry," Matt Love-Smith, Regional Business Manager, ManpowerGroup New Zealand, said.

“Tait Communications is one of Canterbury's biggest private sector employers with a diverse and highly-skilled workforce based in New Zealand and multiple regions around the world. ManpowerGroup is able to offer a coordinated, domestic and international recruitment solution that meets its needs," Mr Love-Smith said.

Wendy Lush, Group Human Resources Manager for Tait Communications said outsourcing to recruitment specialists helps streamline its business.

"We're pleased to be bringing Manpower on board at a time when Tait Communications is growing and there's a continuing need for us to recruit top talent both here in New Zealand and overseas. While their initial work with us had an engineering focus, this new contract with Manpower will get them involved in recruitment right across our Christchurch campus. So far they've filled over 100 roles for us and we look forward to working with them on sourcing the next generation of great Tait people."


8th June 2012

Clarification Notice

We refer to the article in The Age (8 June): "Casual workers forced to wear barcodes" and "Armbands with barcodes to identify casual workers - a sign of the times".
In relation to the article "Casual workers forced to wear barcodes", we make the following corrections regarding the facts. ManpowerGroup (trading as Manpower) does not require employees to pay for any form of identification that they are required to wear on-site. ManpowerGroup is responsible for this cost.

In relation to the opinion piece by Paul Richardson, Assistant National Secretary of the National Union of Workers, we note that Mr Richardson is entitled to his point of view. We do however disagree with a number of his points that are not factually correct. To reiterate, ManpowerGroup is responsible for the cost of all forms of identification worn by employees.


12th June 2012

Australian employment market continues downward trend:
Manpower Employment Outlook Survey

The Manpower Employment Outlook Survey released today indicates a decline in overall hiring intentions in Australia for the next three months, reflecting a downward trend in employer optimism that began this time last year.

The survey of over 2,200 Australian employers, which measures hiring intentions for the coming quarter, revealed that 20 per cent of employers expect to increase hiring (down from 24 per cent last quarter), while the number of companies planning to decrease hiring has remained steady at 11 per cent. As a result, Australia’s Net Employment Outlook stands at +10%, its weakest point since the fourth quarter of 2009.

According to Lincoln Crawley, Managing Director of ManpowerGroup Australia & New Zealand, employers' sentiment is weaker because of global and local market fluctuations.

“The high exchange rate, low consumer sentiment and uncertainty in Europe is making employers nervous and holding back hiring in many parts of the economy.

"While this may seem at odds with the surprise fall in the unemployment rate in April, the Manpower Employment Outlook Survey suggests employers are looking ahead with flagging confidence levels, and responding to economic uncertainty by adjusting their workforce strategies from month to month," Mr. Crawley said.

This market instability has led to some surprise results: hiring intentions in the Mining and Construction sector dropped significantly, with employer confidence falling nine percentage points from last quarter to a Net Employment Outlook of +10%. Employers in the Transport & Utilities, and Wholesale & Retail sectors also reported a slight drop in hiring intentions for the coming quarter when compared with Q2 2012. The Services sector remained steady with a Net Employment Outlook of +14% and employers in Public Administration reported a minimal increase in hiring intentions with a Net Employment Outlook of +11%.

"The Mining sector has been venerated as the workhorse of the Australian economy since the GFC, but the reality is it only makes up about two per cent of our labour market. Frustrations over continued skills shortages and lack of effective solutions in this sector have seen employers take a step back from the aggressive hiring competition that has been a constant in the industry since 2010," said Mr. Crawley.

By contrast, employers in the Finance, Insurance & Real Estate sector report the most improved forecast, up five percentage points from last quarter to a Net Employment Outlook of +19%. The research also reveals a slight improvement in hiring intentions from employers in the Manufacturing sector, up 3 percentage points quarter-over-quarter to a Net Employment Outlook of +7%.
Among the states, the employers in the Northern Territory and Queensland report more optimistic  Outlooks of +18% and +14%, respectively, in anticipation of large liquefied natural gas projects that are ramping up in both regions.

The Outlook in Victoria dropped three percentage points from last quarter to a Net Employment Outlook of +5% with employers there bearing the brunt of the weaker forecasts in the Manufacturing and Retail sectors, as well as the effects of the State Government’s severe budget cuts.

Despite last month’s OECD Economic Outlook, which stated that Australia is set to experience strong economic growth in 2012/13 ahead of the U.S. and UK, employers are yet to see that growth in real terms.

"Australia's business projections are strong. But employers are understandably cautious in their hiring and investment. We are working with clients to create talent strategies that bring the right skills into their organisation, maximise productivity and ensure they have the most effective workforce for the future," Mr. Crawley said.

Net Employment Outlook Comparison - Region

 

Q3 2011

Quarter-on-Quarter
change

Year-on-year
change

National

+10%

-2%

-8%

SA

+8%

-1%

-5%

QLD

+14%

+2%

-3%

TAS

+2%

+4%

-1%

VIC

+5%

-3%

-14%

NT

+18%

+3%

+1%

WA

+19%

-7%

-10%

NSW

+12%

-3%

-8%

ACT
(not seasonally adjusted)

+11%

0%

-7%

 

Net Employment Outlook Comparison - Industry

 

Q3 2012

Quarter-on-quarter
change

Year-on-year
change

National

+10%

-2%

-8%

Finance, Insurance & Real Estate

+19%

+5%

-8%

Mining &
Construction

+10%

-9%

-16%

Manufacturing

+7%

+3%

-7%

Wholesale & Retail Trade

+4%

-2%

-9%

Transport & Utilities

+15%

-4%

-11%

Public
Admin/Education

+11%

+1%

-3%

Services

+14%

0%

-10%

 

 

 

 

 

 

 


 

8th June 2012

Clarification Notice

We refer to the articles in today's edition of The Age (8 June): "Casual workers forced to wear barcodes" and "Armbands with barcodes to identify casual workers - a sign of the times".

In relation to the article "Casual workers forced to wear barcodes", we make the following corrections regarding the facts. ManpowerGroup does not require employees to pay for any form of identification that they are required to wear on-site. ManpowerGroup is responsible for this cost.

In relation to the opinion piece by Paul Richardson, Assistant National Secretary of the National Union of Workers, we note that Mr Richardson is entitled to his point of view. We do however disagree with a number of his points that are not factually correct. To reiterate, ManpowerGroup is responsible for the cost of all forms of identification worn by employees.

We are communicating with Mr Richardson directly to discuss these and other issues raised in his opinion piece.


Annual survey reveals one in two employers struggle to fill key roles: ManpowerGroup

Skilled Trades are again the hardest jobs to fill

Australia (29 May 2012) - ManpowerGroup today released the results of its seventh annual talent shortage survey, revealing 50 per cent of employers in Australia are finding it difficult to fill key positions within their organisations.

The survey shows that although the Australian results are slightly down from last year (sliding 4 percentage points from 54 per cent) they are still well above the global average of 34 per cent, and above the Asia Pacific average of 45 per cent. Australia is ranked fourth out of 41 countries for talent shortages. 

Employers have the most difficulty finding Skilled Trades people; Engineers; and Sales Representatives, all of which have remained at the top of the local skills shortage list since 2006.

According to Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, the lack of skilled trades is an ongoing problem for Australian employers.

"We are in a resources boom that is going to last for decades and unless we boost apprentice completion rates there will be a severe shortfall of skilled trade workers. We should do everything possible to encourage people into skilled trades as a career, if we want to secure a strong and productive economy in the future," he said.

Mr Crawley says that Australia needs to promote a more positive image for skilled trades and vocational education as a career path.

"Young people need to understand the high demand that exists, and the competitive salaries they can command once they're qualified," Mr Crawley said.

He adds that high drop-out rates for apprenticeships pose an ongoing challenge.

"Fair Work Australia is considering lifting wage rates for apprentices, and this is helpful as long as we get the balance right, and employers can still afford to hire and train apprentices.

"Companies also need frontline managers to have the skills and resources to support apprentices properly, and make sure their first experience of the workplace is a positive one," Mr Crawley said.

Peter Tatham, Executive Director of the Career Industry Council of Australia, says more investment is needed to help guide individuals towards in-demand jobs.

"To address skills shortages over the next decade we need to ensure that the young people in school, university and vocational training have access to high-quality, well-resourced career services to increase their awareness of opportunities and to develop the skills to access them.

"Unfortunately, we are heading in the opposite direction. In its most recent budget, the Federal Government abandoned its national career development strategy, cut the career information service, stopped funding national career development week and reduced publication of the job guide. People of all ages require better quality labour market information to make informed career decisions that may contribute to addressing skills shortages."

Jobs most in demand in 2011 in
Australia

1. Skilled Trades
2. Sales Representatives
3. Engineers
4. Management/Executive (Management/Corporate)
5. Accounting & Finance Staff
5. Technicians
6. Secretaries, PAs, Office support staff
7. Mechanics
8. IT Staff
10. Customer Service Representatives & Customer Support
Jobs most in demand in 2012 in Australia
1. Skilled Trades
2. Engineers
3. Sales Representatives
4. Accounting & Finance Staff
1. IT Staff
6. Management/Executive (Management/Corporate)
7. Technicians
8. Drivers
9. Mechanics
10. Chefs/Cooks

ManpowerGroup's Fresh Perspectives Paper, "Break the Crisis and Complacency Cycle: Get Ahead of the Global Talent Shortage," also released today, makes a number of recommendations for how companies can break out of the complacency that has set in around talent shortages, and plan and execute workforce strategies for future hiring that will allow them to overcome the talent shortage crisis.

"Employers may not think leaving important positions unfilled is a problem now, but they will in years to come, when it will be too late. Access to talent is the key competitive differentiator in the Human Age.

"A successful workforce strategy will identify and solve current talent challenges, anticipate future pressure points and put in place solutions to address them effectively. Human resources leaders have a number of workforce options to consider including: hiring workers who are a teachable fit; using strategic migration; employing flexible workers; and recruiting from underemployed groups such as older workers," Mr Crawley said.

Globally, employers having the most difficulty finding the right people to fill jobs are those in Japan (81%), Brazil (71%), Bulgaria (51%), Australia (50%), U.S. (49%), India (48%), New Zealand (48%), Taiwan (47%), Panama (47%), Romania (45%), Argentina (45%), Mexico (43%), Germany (42%), Turkey (41%), Peru (41%) and Austria (40%).

Sales Representative positions continue to be the most difficult-to-fill jobs in the Asia Pacific region, followed by Engineers and Technicians. Employers in Japan have had the most difficulty filling positions both regionally and globally, while those in China (23 per cent) report the least difficulty.

Full results of ManpowerGroup's seventh annual Talent Shortage Survey and the Fresh Perspectives Paper, "Break the Crisis and Complacency Cycle: Get Ahead of the Global Talent Shortage” can be downloaded at www.manpowergroup.com/researchcenter

 


11/05/2012

Software developers and test analysts, Australia’s toughest IT Jobs to fill
Top Five Hottest Jobs in IT

May 2012: Software developers are among the most in-demand Information Technology professionals in Australia, as technology employers continue to face skills shortages, according to IT recruitment specialists.

Experis, a ManpowerGroup company, has tracked the 'Top 5 Hottest Jobs in IT' for the first quarter of 2012, based on its database of employers and candidates. The jobs that are most difficult to fill are:

1. Software developers especially .NET, C# and ASP.Net skills

2. Test Analysts, especially with Automated Testing experience

3. Project Managers

4. Business Analysts

5. Infrastructure Engineers, with Cloud, Citrix and VMware skills

Sue Howse, General Manager, Experis said, "It's no surprise that as Australia's digital economy continues to prosper, so does the demand for skills. Yet interest in IT careers has waned in recent years, with figures from the Australian Computer Society showing national university enrolments in IT are less than half the number they were a decade ago.

"This shortfall of candidates entering the job market is good news for those who already have professional IT skills, as they are certainly in demand. Some candidates may need to up-skill or refresh their credentials to ensure they're the right fit, but overall, opportunities in IT careers are booming right now," she said.

Ms Howse says there are a number of factors driving this demand.

"Fields such as cloud technology and social media dominating the business landscape; and with recent analysis estimating Australia’s digital economy was worth $100 billion in 2011, getting people into the industry should be a top focus for policy makers, educators and employers."

For employers struggling to fill positions, flexibility is key, according to Experis.

"Employers should consider '‘teachable fit' options; that is candidates who meet most of their requirements, but need further training in some specific areas. If 65% of the fundamental skill set is there, sometimes up-skilling the candidate is worth the effort in the long-term."

"Employers can also consider sourcing talent from international and interstate regions. This may mean including a talent mobility strategy or flexible working options in their employment plans to lure elusive employees, especially if they're seeking candidates on a contract-only basis."


1 2011 Statistical Compendium - Australian Computer Society

1 2011 Statistical Compendium - Australian Computer Society

 


27/04/2012

ManpowerGroup Announces World's Largest Recruitment Process Outsourcing Partnership
Australian Defence Force Retains ManpowerGroup to Expand Strategic Workforce Expertise and Innovation in Recruiting its Workforce

CANBERRA (27 April 2012) - ManpowerGroup, (NYSE: MAN), the world leader in innovative workforce solutions, today announced a new contract, worth at least $400 million over five years, for Recruiting Services to the Australian Defence Force (ADF). The new contract renews ManpowerGroup's Recruitment Process Outsourcing (RPO) collaboration with the ADF for the next five years - and has set a record as the industry's largest RPO partnership.

The contract covers the entire recruiting process - including marketing, recruiting operations, medical and psychological assessments and the coordination of selection boards and employment offers. The Australian Defence Force first partnered with ManpowerGroup in 2003 to create the first Defence Force Recruiting (DFR) contract. This unique private-public collaborative effort was an industry first and continues to evolve into its second decade.

The DFR engagement is managed from its own headquarters and includes a candidate relationship management center and 16 national recruiting centers. More than 20,000 - 40,000 candidates are processed annually for the Australian Navy, Army and Air Force.

"An increasing number of employers worldwide are seeking to outsource the permanent recruitment function as this enhances their flexibility and efficiency in securing the right talent," said Darryl Green, ManpowerGroup President of Asia Pacific and Middle East. "ManpowerGroup clients continue to tell us that our deep recruiting insight, innovation and rigorous processes enable us to deliver the best talent."

Under the new contract, beginning in November of this year, ManpowerGroup will continue to manage the largest and most complex RPO program in the world for the next five years. If successful in exceeding the ADF's outcome-based requirements the contract can grow to 10 years. ManpowerGroup will manage two major subcontractors, Corporate Health Group Defence (CHG Defence) for the provision of medical services, and Hewlett-Packard (HP) for ICT services.

"The size and complexity of DFR's recruiting services contract is second to none and the recruiting environment is becoming increasingly complex," said Air Commodore Henrik Ehlers, the Director General of Defence Force Recruiting. "We need to ensure that DFR continues to innovate in order to meet ADF requirements in the future. Today's announcement of ManpowerGroup as our collaborative Recruiting Services partner, after an open competitive tender process, helps to ensure we do this."

In this unique initiative, ManpowerGroup manages Recruiting Services for the ADF. DFR is an integrated organisation comprising personnel from the Australian Defence Force, the Australian Public Service, ManpowerGroup, Corporate Health Group Defence and Hewlett-Packard.

"We are proud to be selected as a long-term collaborative and strategic partner for the Australian Defence Force," said Lincoln Crawley, ManpowerGroup Managing Director, Australia & New Zealand. "The strategic workforce challenges faced by our clients are becoming more complex. ManpowerGroup will continue to work alongside Defence to meet and exceed the ADF's recruiting needs and help solve the challenges and recruiting priorities of Australia's Navy, Army and Air Force."

This RPO contract solidifies ManpowerGroup's position as the global leader in RPO delivery. The ADF's complex requirements include a range of roles, high quality standards and the quantity of recruits required. The number can exceed 10,000 new entrants annually. DFR recruits more than 300 different job types for permanent and part-time officers, sailors, soldiers and airmen/women. Specialist roles such as engineers, technicians, doctors, legal professionals and pilots are included.

"ManpowerGroup's extensive global capability and deep understanding of our client's requirements enable us to deliver such a complex RPO solution to the Australian Defence Force, in order to meet their needs over the next decade," Green said. "Our expertise as the world’s RPO leader and demonstrated capability and experience within DFR, and our ongoing close relationship with the ADF have demonstrated that."

ManpowerGroup was recently ranked as both the Leader and Star Performer in the Everest Group PEAK Matrix, published in the April 2012 Recruitment Process Outsourcing (RPO) - Service Provider Landscape and Capability Assessment report. This is the second consecutive year ManpowerGroup has been recognized as the Leader by Everest Group, further cementing its status as the top global provider of RPO solutions.

More information about Defence Force Recruiting is available at www.defencejobs.gov.au.


19/04/2012

ManpowerGroup Co-Chairs In The Future Global 100 Initiative In Sydney on 19 April 2012

Ms. Susan Howse, General Manager of Manpowergroup Solution and Experis shared her views on the future of the global economy, national markets and industry with 40 business and government leaders representing organizations from 14 markets including Portugal, Finland, Taiwan, Nigeria, Germany, UK, USA, Spain, Malaysia, Zambia, Egypt, Australia, China and New Zealand, in Sydney on 19 April 2012. Replacing Mr. David Arkless, President, Global Corporate & Government Affairs of ManpowerGroup as Co-Chair, Ms. Howse provided firsthand insights on the future world of work and growth of business and national markets like Australia.

This closed door meeting in Sydney concludes Phase 1 of the Future Global 100 (FG100) Initiative, a global program by Platinum Circle that shapes the future of the global economy, national markets, business and industries through the collective input of leaders from business, government and intergovernmental organizations.
Read more...


23/04/2012

ManpowerGroup calls for action to address youth unemployment
New Insight Paper, "Wanted: Energised, Career-Driven Youth"

ManpowerGroup today outlined strategies to address the nation's youth unemployment 'crisis', noting that young Australians are over three times more likely to be unemployed than the rest of the community. The youth unemployment rate (15-19 years) was 16.6 per cent in March 2012, compared to the national rate of 5.2 per cent.

A new insight paper by ManpowerGroup, "Wanted: Energised, Career-Driven Youth", outlines how young people are bearing the brunt of global economic instability.

Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said, "Many young people are employed in lower-skilled, casual and part-time roles - particularly in the retail sector. When the economy slows, these are often the first jobs to go," he said.

ManpowerGroup points out that youth unemployment is not simply a social issue, but a business challenge.

“The rationale for getting more young people into the workforce is simple: businesses need to source, manage, and create talent for the long term, and with an ageing population, young people are a crucial part of this talent pool.

"Young people who are given access to learning opportunities and who can cultivate job skills will thrive in the labour market and contribute to employers. Ultimately, business has a vested interest in ensuring Australia's youth are appropriately skilled and able to contribute to the economy," Mr Crawley said.

The paper explains why young people face barriers to building their 'employability'.

"Young people often enter the labour market with a lack of skills, experience and credentials relevant to the workplace, and haven’t had access to resources that might help inform their career choices," Mr Crawley said.

The insight paper suggests a number of business-driven solutions to the youth employment challenge:

  •  Participation in career guidance programs for youth still in school: Employers should partner with schools and other vocational institutions to improve the quality and delivery of career services for young people, who are making important decisions about their future.
  • Promote a more positive image for vocational education: ManpowerGroup's Talent Shortage Surveys consistently identify technicians and skilled trades positions as hard-to-fill, and the resources boom has seen these roles become some of the highest paid in the country. Young people, especially those in danger of dropping out of school, need to understand the high demand that exists, and the competitive salaries available.
  • Create and engage with programs that build young people's work experience: Young people need to acquire experience that demonstrates to employers their capability in applying skills to business tasks. Internships, project work and short-term temporary work are superior alternatives to an extended period of unemployment.
  • Investments to address a shortage of career-oriented, entry-level jobs: An important strategy for expanding the number of available jobs is to expand the number of job creators. Promotion of youth entrepreneurship can directly impact potential young business-starters themselves, as well as their peers and communities.

Mr Crawley emphasised the importance of flexibility when developing hiring strategies.

"In today's talent-short market, it is unlikely companies will find the perfect candidate, so employers should be looking to take on candidates who are a "teachable fit", and investing in training and support to get them over the line. This is true for all talent sourcing, whether you are looking at taking on young workers straight out of school or older workers looking for a career change."

ManpowerGroup says a number of its programs in Australia demonstrate the effectiveness of partnering with employers and the community.

"ManpowerGroup's Vocational Education Traineeships provide an entry-level job while building nationally recognised qualifications. We've also just launched a program to work with local youth groups to devise strategies that help disadvantaged youth find appropriate jobs and training," Mr Crawley said.

In Victoria, ManpowerGroup, in conjunction with the State Government, has implemented the "Upskilled" program in light industrial and white collar workplaces. To date, more than 200 workers - 80 per cent of whom are young people - have gained accreditation that recognises their prior learning and current work output and provides nationally recognised credentials for it.

"The key here is a strong partnership between government, business and educators in developing and implementing these strategies in order to achieve results."

Download ManpowerGroup's new insights paper - "Wanted: Energised, Career-Driven Youth"


13/03/2012

Australian employment market holding firm despite job cuts: Manpower Employment Outlook Survey

Australia: Research released today reveals the Australian employment market is holding firm despite high-profile job cut announcements, with the latest Manpower Employment Outlook Survey showing the Net Employment Outlook (NEO) remains steady at +13% for the second quarter of 2012.

The survey, which measures hiring intentions for the coming quarter, also revealed 24 per cent of Australian employers expect to increase employee numbers, while only 11 per cent plan to decrease.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand, said the employment outlook is more subdued than the same time last year, but hopeful nonetheless.

“In recent years, we've seen a trend of plunging confidence, followed by an upsurge in  optimism, then a return to more subdued ‘business as usual’ attitudes. The enthusiasm we saw at the end of the downturn has been tempered since mid-last-year, as the Eurozone crisis and a sluggish U.S. recovery created uncertainty. In addition, the decline in exports and strong Australian dollar is hurting industrial employers and impacting their ability to hire. All of these factors drag on the labour market.
Nonetheless, it's a positive forecast overall, with almost one in four employers planning to add employees," Mr. Crawley said

He added that a spate of job cuts announced early this year won’t have a big impact on the employment market overall.

“With some high-profile companies cutting jobs, it's tempting to think the jobs outlook is getting worse. But the surprise fall in January unemployment figures, and the results of Manpower Employment Outlook Survey, may put this notion to rest. Despite the headlines, plenty of employers are still hiring and skills shortages continue to bite.
"The conversations we're having with clients at the moment are around creating talent strategies to bring the right skills into their organisation, maximise productivity and ensure they have a strong talent pipeline for the future," Mr. Crawley said.

ManpowerGroup's survey reveals the ebb and flow of jobs between industry sectors and regions in Australia, and their prospects over time. It also provides a useful predictor of employment market activity.

"The Manpower Employment Outlook Survey continues to be an important labour market indicator, reflecting employment trends and broader sentiment in the Australian employment market," Mr. Crawely said. (See Figures 1 & 2)

For the third consecutive quarter, hiring expectations were weakest among employers in the Manufacturing industry sector, at +4%: a decline of 2 percentage points since last quarter, and 10 percentage points weaker than the same time last year. The Net Employment Outlook for Wholesale and Retail Trade was almost half the national average, at +7%, although it remained the same as last quarter.

By contrast, employer optimism in the Transportation & Utilities sector grew stronger, jumping 7 percentage points to +19%, and making it the only industry to record year-on-year growth. Similarly, the Mining & Construction sector Outlook rose 3 percentage points to +23%. Finance, Insurance & Real Estate Employment was in line with the national average, at +13%, although this was 3 percentage points weaker than the previous quarter.

"These results support the notion that structural changes are occurring in the employment market, where some sectors flourish while others contract. In this context, both employers and jobseekers need to stay flexible and respond accordingly," added Mr. Crawley.

"Employers in hot industries, who continue to struggle with skills shortages, may need to reassess their job criteria and look for a 'teachable fit' - that is, candidates who meet most criteria but need further training in other areas. This is particularly relevant for candidates coming from other industries, who have the fundamental skills but require specific training to fill the gaps.

"Job seekers should also take heart from these results - as long as they're open to changing direction, there are plenty of flourishing industry sectors and job families, especially if they are willing to learn new skills and adapt to a different environment," Mr. Crawley said.

See below for Graphs

Figure 1. National Employment Outlook Quarterly Trend

National Employment Outlook Quarterly Trend

Figure 2. ABS Average Unemployment Rate Trend

ABS Average Unemployment Rate Trend

Figure 3. Australia's Net Employment Outlook - Seasonally Adjusted

Notes to Editors:
Once seasonal variations are removed from the data, Australia’s Net Employment Outlook has declined by 9 percentage points compared with the same time last year, and the seasonally adjusted Net Employment Outlook continues to be at its weakest since the beginning of 2010.

 


29/02/2012

ManpowerGroup calls on workers to 'rebuild our city'

1 March 2012: ManpowerGroup, the world leader in innovative workforce solutions and services, today launched an online portal to help connect skilled workers with jobs related to the Christchurch rebuild. The website, 'RebuildOurCity.co.nz' (www.rebuildourcity.co.nz) is a tool for skilled trade workers, engineers, and construction professionals to find employment in the Christchurch rebuild.

Now one year on from the earthquake that devastated the city, authorities expect the reconstruction will be the biggest construction project in New Zealand’s history. Recent figures by the Canterbury Employment Skills Board estimate that the Christchurch rebuild will require an additional 36,000 workers by the time of peak reconstruction.

Matthew Love-Smith, Regional Business Manager of Manpower Professional, New Zealand said, "In coming years, the region will face significant employee shortages as construction continues. The portal is designed to address these challenges by connecting skilled workers with job opportunities. We want to help employers find the workers they need in this tough time."

"A key challenge for the area is attracting skilled trade workers from outside the Christchurch region. This website will serve as a tool to source much-needed talent from New Zealand and beyond our shores."

"Whether you've just finished your trade apprenticeship or you're a veteran within the construction industry we will help find you the right role where you are most needed."

ManpowerGroup encourages anyone interested in getting involved in the Christchurch rebuild to visit www.rebuildourcity.co.nz.


30/01/2012

ManpowerGroup Advises Companies How To Navigate the Human Age

New Thought Leadership Clarifies Impact of Converging Macro-Economic Future Forces and World Crises

Australia (30 January 2012) - ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions and World Economic Forum (WEF) strategic partner, is for the first time in its history, sharing its annual analysis of the macro-economic forces evolving the world of work. This work, entitled "How to Navigate the Human Age," was published today at the 2012 WEF Annual Meeting in Davos, Switzerland. It defines how to find the best talent and implement the right work models and people practices to win in a new era of incessant change.

Exactly one year ago, ManpowerGroup announced at the 2011 WEF Annual Meeting that the world had entered the Human Age, a volatile and complex new era in which access to talent has replaced access to capital as the key competitive differentiator. Soon after, a range of transformational events - including natural catastrophes, political upheaval, social unrest, economic and financial uncertainties - intensified. The new challenges and related marketplace risks are connected in their effect.

"The pace at which forces and events are converging and affecting the world of work absolutely requires expert consulting," said Jeffrey A. Joerres, ManpowerGroup Chairman and CEO. "ManpowerGroup has spent years tracking macro-economic forces which enable us to identify critical and current World of Work trends. The intelligence we have gained enables us to help our clients navigate and win."

The shifting balance in world economic power means emerging markets are performing strongly, while more established economies are declining in market-share and influence. The increasingly bifurcated world and reversed growth has intensified the world’s great skills mismatch. ManpowerGroup's 2011 Talent Shortage Survey shows one third of employers worldwide and 54 percent of employers in Australia cannot fill business-critical positions even with unemployment rates remaining elevated.

This trend is reinforced by an inversion of scarcity and abundance. Human talent, once thought to be an infinite resource is now in short supply, while once elusive information is now ubiquitous. Fast-paced technology development has spurred this prolific growth as the world has become interconnected like never before, fostering infinite creativity and innovation.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand said, "In Australia, we're seeing a number of companies shed staff as a result of global economic uncertainty, and there are fears of a sustained rise in unemployment. Yet at the same time, industries such as IT, mining and construction continue to grapple with skills shortages. There is a mismatch between the workers we have, and the workers we need.

"There is no simple solution to this talent crunch, so employers need to be flexible and agile to react in this environment, and focus on managing their talent strategically."

Human Age leaders must be able to evolve flexible work models which integrate a dynamic mix of workers; advance contemporary people practices that redefine how talent is hired, rewarded, engaged and developed; and improve talent pipelines by tapping different sources of talent and re-skilling current employees. Re-skilling often requires ManpowerGroup's Teachable Fit model, which involves identifying and cross-training workers who have the capability and potential to be developed into other roles.

As forces continue to evolve, ManpowerGroup, the world leader in innovative workforce solutions, is best positioned to define their impact on business and provide the strategies needed to navigate them.

13/12/2011

Services sector a bright spot for jobseekers, as Australian jobs market remains steady: Manpower Employment Outlook Survey

Sydney (13 December 2011) The Australian employment market is holding firm in the face of global market uncertainty, with employers in the latest Manpower Employment Outlook Survey reporting a Net Employment Outlook (NEO) of +14% for the first quarter of 2012, relatively stable to employer forecasts from the last quarter.

In Australia, 23 per cent of employers expect to increase hiring while the number of employers planning to decrease hiring is at 10 per cent. According to Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, the job market is showing resilience in comparison to other markets: the United States' NEO is just +9%, while the United Kingdom is at 0%.

"It's heartening to see that almost one in four employers are planning to grow their workforce as 2012 kicks off.  While another ten per cent are planning to trim staff numbers, on balance, Australian employers are staying pretty optimistic in the face of a gloomy global outlook," Mr. Crawley said.

The Manpower Employment Outlook Survey also provides a clear snapshot of the nation's 'patchwork economy'. Reports from the Manufacturing and Retail sector continue to drag down the national average, with a seasonally adjusted Net Employment Outlook of +6% and +7%, respectively. At the same time last year, the Manufacturing sector Outlook stood at a healthy +19%, and retail stood at similarly upbeat +14%.

"The Manpower Employment Outlook Survey paints a stark picture of the structural weaknesses in the market right now. A strong Aussie dollar and high cost base is hampering the Manufacturing sector, while retailers are struggling with consumers who want to save more than they spend. Australian job seekers are caught in the middle, with opportunities in these sectors shrinking significantly," Mr. Crawley said.

By contrast, employers in the Mining & Construction sector continue to anticipate a favourable hiring pace and report a Net Employment Outlook  of +19% through the first three months of the year. However, employer confidence in the Services sector is the strongest of all, with employers reporting an Outlook of +21%.

"The value of ManpowerGroup's data is that the strength of each sector’s job market gives a good indication of its broader health. And while the mining boom continues to boost the jobs forecast, it's actually the services sector, which is firing on all cylinders right now. Consumer preferences are changing, with some commentators suggesting spending on retail items is taking a backseat to personal, entertainment and recreational services," Mr. Crawley said.

Once seasonal variations are removed from the data, Australia's Net Employment Outlook (NEO) has declined by eight percentage points compared with the same time last year, and the seasonally adjusted NEO is at its weakest since the beginning of 2010.

AUSTRALIA HISTORICAL DATA - SEASONALLY ADJUSTED
2009
2010
2011
2012
1
2
3
4
1
2
3
4
1
2
3
4
1
2
3
4
7
0
1
9
19
24
21
20
22
22
18
15
14

"We have seen a downward trend for the employment outlook since the beginning of 2011, although it's still far more optimistic than the post-GFC period, where it plummeted to zero. Clearly, the optimism we saw at the start of the recovery has stalled, so it seems that these levels may be the new normal," Mr. Crawley said.

In this context, ManpowerGroup says job seekers need to ensure they are chasing jobs in the most buoyant sectors.

"The multi-speed economy seems like it's here to stay for some time. Job seekers looking to position themselves strongly in the job market need to focus their attention on the areas that continue to perform strongly in terms of their employment outlook. This includes mining and construction; services; and finance, insurance and real estate.

"If you don't have the skills these sectors demand, then re-training or up-skilling may be the first step in your plan. Australia is repositioning its economy in the mid-to-long term, so it makes sense to look at the big picture and plan your career around the future economy," Mr. Crawley said.


21/11/2011

Employers in Australia Rely on Talent from UK, India & South Africa to Fill Vacancies
ManpowerGroup Offers Borderless Workforce Solutions to World's Talent Mismatch Dilemma

SYDNEY (21 November 2011) - ManpowerGroup Australia's new 2011 Borderless Workforce research has found that 35 per cent of employers in Australia look beyond our shores to address skills shortages, with foreign talent most important in 'engineers' and 'skilled manual trade' job categories, and primarily coming from the UK, India and South Africa.

The research findings were released in tandem with ManpowerGroup's new insight paper, "Borderless Solutions to Today's Talent Mismatch," advising employers worldwide on how to source the right talent across borders, and specifying the types of policies, public-private strategies and migration patterns that are driving greater sourcing opportunities across the world's talent corridors.

Other key findings from the Borderless Workforce research include:

  • Employers from Australia who look abroad to help solve talent shortages indicate the biggest obstacles they encounter when recruiting foreign workers are visa and legal requirements (25%); cost (10%) and language barriers (9%).
  • Only 14% of employers are concerned about the impact on the labour market from talent leaving Australia to work in another country.
  • Nonetheless, 68%of employers in Australia believe government and business are not doing enough to slow the outward migration of talent and attract these people back to Australia.
  • Employers in Australia named China, India and USA as the countries they believe provide the biggest threat to Australia's ability to compete economically.

According to ManpowerGroup Australia & New Zealand's Managing Director, Lincoln Crawley, the world's borderless workforce - the migration of talent across and within national boundaries - is growing rapidly in size.

"Employers need to take a sophisticated approach to managing their talent supply and demand, in order to win the escalating war for talent. This means including a talent mobility strategy in their overall plan to combat skills shortages," said Mr Crawley.

Mr Crawley said employers today must collaborate with governments and educators in creating more dynamic sourcing opportunities, at least regionally.  More work opportunities are surfacing across more global markets, but labour laws have traditionally been local. As a result, workers with the same shared skills tend to congregate in regional "talent corridors." Employers target these regional pools when seeking specific skill sets.

"For many Australian companies, the concept of a 'borderless workforce' is difficult to grasp - our country boundaries are more pronounced due to our relative geographical isolation from the rest of the world," said Mr Crawley.

"The hard fact is, Australia doesn't have enough of the right skills to sustain current projects. So if we want to survive, we must consider ourselves part of a 'region', working closer with our Asia Pacific neighbours and the opportunities they provide for sharing workforces across borders," said Mr Crawley.

The survey results show some Australian regions have embraced a global workforce more than others, with Western Australia leading the way. Nearly half (47%) of WA employers are using foreign talent to supplement their workforce.

"Western Australia has been forced to think more strategically about labour supply - in many ways attracting workers from overseas is easier than enticing them across from the eastern states," said Mr Crawley.

ManpowerGroup's new insight paper, “Borderless Solutions to Today's Talent Mismatch," is available at www.manpowergroup.com.au/research, along with The Borderless Workforce 2011 - Research Results Global and Australia and New Zealand "All three papers offer employers, governments and educators the real-time context needed to locate talent with skills in demand - while overcoming regulatory and economic challenges in the process.


21/11/2011

ManpowerGroup Australia illustrates how to improve talent retention by defining success upfront

Sydney (21 November 2011) - ManpowerGroup (NYSE: MAN), the world leader in innovative workforce solutions, has detailed key approaches for aligning the core workplace competencies, culture, values and career paths of candidates within the right roles and organisations in the company's new Insights paper "Hire and Retain the Best Talent With Success Mapping," released today.

"Employers must upgrade one-dimensional job descriptions and supplement them with detailed competency requirements and a framework for how to succeed in a designated role and function," said Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand.

"It's the responsibility of employers and candidates to collaboratively refine the most critical skills and mindsets needed in today's fast-changing workplace. Individuals are exercising an increasingly powerful voice in the Human Age and so they are expected to take charge of developing the skills needed to bolster an employer’s marketplace competitiveness."

To guide this effort, ManpowerGroup advocates using "Job Success Profiles", a template for mapping essential hard skills and workplace competencies, traditionally known as "soft" skills, against expected outputs and outcomes.

"In the Human Age, the fast pace of workplace change implies that employees will need to unexpectedly transfer their skills to a new role, function or organisation in a new industry," added Mr Crawley. "Individuals with flexible mindsets and agile skills and competencies are essential for leading and operating a business that must adapt to new market conditions daily."

"Australia is working as a mosaic economy right now, with different industries and regions working at very different speeds. Individual job seekers looking for opportunities in this environment must be able to show how their skills transfer to other roles and even industry sectors," said Mr Crawley.

"Job seekers who can align their own skill sets to what employers need, and companies who recognise that potential and have the process in place to continue to develop that job seeker into a successful worker will be in the best place for success right now."

A 2011 ManpowerGroup survey on Workplace Skills and Competencies details how working collaboratively is the No. 1 competency or soft skill missing in today's employees. Separately, the 2011 ManpowerGroup Talent Shortage Survey reports that approximately three-quarters of employers worldwide cited a lack of experience, skills or knowledge as the primary reasons why they can't fill certain positions. In Australia, over half of local employers reported experiencing difficulty filling critical positions in 2011. In a new reality of doing more with less, employers can afford to hold out for the right candidate; meanwhile, available candidates simply lack the right qualifications.

To guide individuals in the process of hunting for a job and planning a career, ManpowerGroup recommends they develop an "Employability Profile" to supplement their traditional resumes or CVs.

Tips for individuals in creating an "Employability Profile"

  • Don't be afraid to sell yourself. This employability profile serves as a sort of sales tool, enhancing individuals' saleability by featuring the critical hard skills and competencies that employers are seeking but also the soft skills you can bring to role.
  • Clearly communicate the value you can bring to an employer. Don't just list your previous experience, identify the skills you've developed from those experiences and highlight how those skills can help the potential employer overcome the challenges they face.
  • Demonstrate how you are enhancing and building your skill sets through proactive training and education. Individuals have a prime opportunity and in today's age, a responsibility - to continuously upgrade their skill sets.

Tips for employers in employing compatible candidates

Employers are responsible for ensuring a candidate is compatable with an organisation by examining:

  • what makes a job seeker tick, including their values
  • a job seekers' potential for leadership in the future
  • the diversity of a job seekers' skill sets and ability to execute a range of responsibilities.

By doing so, employers can build the capabilities of their workforce, and with a robust workforce strategy, they can develop and stretch their people to achieve their full potential in a way that aligns and supports their ability to execute and achieve their business strategy.


25/10/2011

REA 2011 Best Multi-National Agency Winner

ManpowerGroup wins Recruitment Excellence Award

Australia - ManpowerGroup Australia & New Zealand was awarded Best Multi-national Agency for the second year running last Friday night, at the Thomson Reuters Recruitment Excellence Awards (REA) gala dinner.

The REA awards recognise excellence, innovation and professionalism in the Australian recruitment industry.

According to ManpowerGroup Australia & New Zealand's Managing Director, Lincoln Crawley, the award for Best Multinational Agency is testament to ManpowerGroup's ability to leverage its global capability by connecting human potential to the ambitions of business locally.

"ManpowerGroup has nearly 4,000 offices in over 80 countries & territories - our reach is unparalleled. By working closely with this global network we're able to develop and share local innovation, insights and expertise and replicate it in other markets," Mr Crawley said.

"We provide innovative workforce solutions through Right Management, Manpower and Experis brands with outcome based offerings through ManpowerGroup Solutions - regardless of whether the client is in Sydney, Shanghai or Stockholm."

According to Mr Crawley, being one step ahead of your market is key to getting results.

"To be a leader in the field you have to be ahead of the curve and adapt to the changing market. This year, ManpowerGroup underwent a global rebrand, re-focussing our operations to meet our clients' needs in a rapidly changing world. The REA award has validated this new chapter in our company's history."


11/10/2011

ManpowerGroup establishes its Environmental credentials

ManpowerGroup Australia & New Zealand establishes its environmental credentials in the workforce solutions and recruitment sector by achieving certification for its environmental management systems, it announced today.

With this certification, ManpowerGroup is an Environmental Systems Certified Company, which reinforces the company's commitment to corporate social responsibility.

"ManpowerGroup is committed to socially responsible practices globally, and this environmental certification is another step for our company as we strive to control and reduce the impact of our activities and services on the environment," said Lincoln Crawley, Managing Director of ManpowerGroup Australia & New Zealand.

"We're proud to have taken the initiative in introducing environmentally-friendly practices to the recruitment industry," said Mr Crawley.

ManpowerGroup's 39 offices in Australia and New Zealand have all been accredited by Quality Control Systems Environmental Pty Ltd, obtaining a Certificate of Registration for compliance with requirements of AS/NZS ISO14001:2004. The registration covers the Environmental Management System for the provision of employment placements services including temporary, contract on-hire and permanent placements and workforce related services in Australia & New Zealand.

"By implementing these environmental management systems we'll not only be improving our environmental footprint, but will increase the efficiency of our business processes," said Mr Crawley.

Mr Crawley said ManpowerGroup now has a suite of AS/NS ISO certifications, including quality management, occupational health & safety and now environmental systems.

"This certification process demonstrates ManpowerGroup's commitment to continually improving our services for both clients and candidates."


13/09/2011

'Piggy in the middle' dilemma for Australian job seekers: Manpower Employment Outlook Survey

Global uncertainty dampens Australian hiring outlook; job prospects remain strongest in Western Australia

Australia (13 September 2011) - For the second consecutive quarter, hiring intentions among Australian employers have declined, and Australia's Net Employment Outlook stands at its weakest level in two years, according to the latest Manpower Employment Outlook Survey.

In Australia, 25 per cent of employers expect to increase hiring while the number of employers planning to decrease hiring is at nine per cent. Once seasonal variations are removed from the data, Australia's Net Employment Outlook has declined by 3 percentage points quarter-over-quarter and four percentage points year-over-year, now sitting at +16%.*

According to Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, the Australian job market is being influenced by external forces, including two very different forecasts on hiring: continued healthy sentiment in China, where the Outlook is +20%, and weak demand in the United States, with an NEO of +7%.

“Australian employers are stuck playing piggy in the middle. In one sense, we're buoyed by the strength of China and our Asian neighbours, who are still seeing a surge in employment. On the other hand, the news regarding sluggish growth in the United States and European markets is creating greater uncertainly and dampening our own growth expectations,” said Mr. Crawley.

Mr. Crawley said the drop in hiring expectations for the fourth quarter reflects Australia's unemployment figures.

“The latest job figures, including unemployment data, have shown a reversal of the upward trend in employment that we've seen for the past two years,” said Mr. Crawley. “This isn't just a blip on the radar. Australian employer optimism has taken a hit, and it's going to take time to build confidence again.”

The story is similar across Australia's industry sectors and regions when comparing 3rd and 4th quarters of 2011. Hiring optimism has dropped across the board, with notable declines reported in Mining & Construction (down 10 percentage points to +15%), Transport & Utilities and Retail (down 6 percentage points to +21%).

“Declining activity in Manufacturing and Retail will inevitably have an effect on jobs in those sectors, as well as the Transport & Utilities sector which supports them,” said Mr. Crawley.

“The fall in hiring intentions for the Mining & Construction sector is twofold - commercial and housing construction is slowing in most Australian cities, while the mining and resources industry has been hit with carbon tax and coal seam gas woes. The carbon tax has had a flow-on effect in hiring for the coming quarter, as employers wait to see its true impact,” he said.

Meanwhile, the majority of Australian regions have also seen a drop in hiring optimism, with only South Australia and Western Australia bucking the downward trend.

Skills shortage persists in Australian labour market

Despite the decline in hiring intentions, Mr. Crawley said it was important for both employers and job seekers to keep some perspective.

“The Asia Pacific region, including Australia, has a much more positive hiring outlook than most other places in the world,” he said.

“Though employment expectations have decreased for the next three months, we still don't have enough skilled workers to fix our skills shortage - there may be plenty of people, but the majority simply don't fit the job description.

“A three-pronged approach is needed for solving this problem. The first is to set up retraining facilities - particularly for job seekers coming out of the manufacturing sector - to ensure they can find suitable employment in a different industry. It would make sense to retrain them into the resources sector to help fill that gap.

“But training takes time, and we need skills now to keep the boom going,” he said.
“The second part of the solution is to use Australia's relative economic strength, in comparison to the U.S. and Europe, to attract quality, skilled workers into the country.”

Mr Crawley said the final part of the solution is for employers to take a more realistic view of the skills they will be able to find.

“While employers are aware of and impacted by the skills shortage, yet they continue to look for employees who are a 100 percent fit to their requirements. That's unrealistic for many skills in this market.

“Employers need to consider candidates who match most of, but not all of their requirements, and training or developing that last 10-20 per cent. They should also consider “unbundling” traditional job roles so that highly skilled employees only undertake specialist tasks. Other employees could then be hired on the back of targeted short courses to do the semi-skilled portion of the role. This arrangement means the most highly skilled people - who are the most difficult to find - are much more efficient in their roles and we start to tap into a ready pool of unskilled or semi-skilled workers who are in oversupply in other sectors. ”

Mr. Crawley said flexibility is essential for companies in uncertain times.

“With question marks hovering over the economy, smart companies will be looking at building up their temporary or contract workforce, so they quickly scale up or down in a volatile environment.”

“But these workers can't just be used as a stop gap. Onboarding temporary workers properly and integrating them into the workforce will ensure companies get greater productivity results from their contract workforce,” he said.

Net Employment Outlook Comparison - Industry

Q4 2011

Quarter-on-quarter
change

Year-on-year
change

National

+16%

-3%

-4%

Finance, Insurance & Real Estate

+27%

-2%

-2%

Mining &
Construction

+15%

-10%

-11%

Manufacturing

+9%

-4%

-3%

Wholesale & Retail Trade

+7%

-6%

-6%

Transport & Utilities

+21%

-6%

+5%

Public
Admin/Education

+13%

-1%

-10%

Services

+23%

-1%

-3%


Net Employment Outlook Comparison - Region

Q4 2011

Quarter-on-Quarter
change

Year-on-year
change

National

+16%

-3%

-4%

SA

+14%

+1%

-4%

QLD

+16%

-1%

-1%

TAS

-3%

-3%

-26%

VIC

+15%

-6%

-4%

NT

+14%

-6%

-11%

WA

+29%

+1%

-4%

NSW

+15%

-8%

-6%

ACT
(not seasonally adjusted)

+23%

+5%

+4%


* The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting to see a decrease in employment at their location in the next quarter.


14/06/2011

Employer hiring intentions grow more cautious in Australia

Survey of over 2,200 Australian employers shows Retail & Manufacturing sectors holding back the rest of the employment market.

Australia (14 June 2011) - The Manpower Employment Outlook Survey released today has shown a slight paring back of overall hiring intentions in Australia for the next three months.

In Australia, 26 per cent of companies expect to increase hiring (down from 29 per cent last quarter), while the number of companies planning to decrease hiring has risen to nine per cent (up from last quarter's 6 per cent). As a result, Australia's Net Employment Outlook has declined slightly quarter-over-quarter and by a more moderate margin year-over-year, but still stands at +19%.

The Net Employment Outlook is derived by taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting to see a decrease in employment at their location in the next quarter.

According to Lincoln Crawley, Managing Director of ManpowerGroup Australia & New Zealand, the national employment market is being held back by the nervousness of several Australian industries.

“The confidence seen in the early stages of the recovery have reverted to uneasiness for employers in some sectors, including Retail, Public Administration and Manufacturing,” said Mr Crawley.

“Employers in these sectors have a heavy burden right now. There is a lot of pressure on government coffers, and the tightening in public service spending has had a big impact on hiring intentions for Public Administration.”

“Similarly, the strong dollar is increasing interest rate fears and dampened consumer spending. This is putting pressure on the Retail and Manufacturing sectors and therefore the job market in those sectors as well.”

Conversely, Mr Crawley notes that employers in the Mining & Construction; Services; Transport; and Finance, Insurance & Real Estate and sectors are all reporting very positive hiring intentions.

"What we're seeing, particularly in Mining & Construction, is a consistent and strong demand for workers. And while there is little change from quarter to quarter in these sectors, we believe that employers may not be as bullish in announcing their hiring intentions because they are having enough trouble filling the positions that are already available in the market," he said.

The survey results back up the findings from Manpower's latest Talent Shortage Survey, which revealed Australian employers are experiencing some of the most critical skills shortages in the world, with 54 percent having trouble filling positions.

"What job seekers and employers both need to remember is that we have a talent mismatch in the market. Just because the unemployment rate is strong, doesn't mean there's a job for everyone," said Mr Crawley.

"Some sectors are booming, and others are struggling. So, if you're a job seeker looking to enter the Manufacturing sector right now, you're unlikely to have much luck. But if you're a geologist interested in mining, or a credit analyst wanting a finance job, you'll likely be able to choose from a number of opportunities."

Mr Crawley says there is an immediate need to focus on up-skilling the workforce, to get the right talent in the right place at the right time.

"Despite the unemployment rate, we still have an oversupply of available workers and an undersupply of qualified talent. We need to look at ways to 'manufacture' the talent needed in the booming industries from the pool of workers coming out of the sluggish ones."

Bridget Beattie, Regional General Manager of Right Management, a ManpowerGroup subsidiary focused on talent and career management, says continued training and development is essential to manufacture this talent internally.

"Companies who invest in ongoing learning opportunities benefit two-fold. There is the potential to focus on training that fills gaps in their current workforce. Then they are also providing career development opportunities that we know boost employee engagement and, ultimately, retention," she said.

Mr Crawley believes companies need to think more carefully about their workforce strategy and develop a long-term approach.

"It would be unthinkable for a company not to consider the quality and availability of raw material when developing a long-term business strategy. A beverage manufacturer, for example, would not plot its future growth strategy without identifying a sustainable supply of aluminum to manufacture cans. Businesses must now look at their workforce through a similar lens."

**See next page for comparison charts for Net Employment Outlook by state and industry**

Net Employment Outlook Comparison - Industry

  Q3 2011 Quarter-on-quarter
change
Year-on-year
change
National +19% -2% -5%
Finance, Insurance & Real Estate +29% 0% +3%
Mining & Construction +26% 0% -5%
Manufacturing +15% +1% -3%
Wholesale & Retail Trade +13% -2% -2%
Transport & Utilities +28% +11% -4%
Public Admin/Education +15% -1% -7%
Services +24% -4% -2%

Net Employment Outlook Comparison - Region

  Q3 2011 Quarter-on-Quarter change Year-on-year change
National +19% -2% -5%
SA +13% -2% -3%
QLD +17% 0% -10%
TAS +7% -2% -4%
VIC +23% 0% -2%
NT +22% 0% +3%
WA +28% +2% -8%
NSW +23% +2% +3%
ACT
(not seasonally adjusted)
+18% -17% -3%



07/06/2011

ManpowerGroup Evolves Australia Professional Resourcing Business with Launch of Experis

Combined, Consolidated Professional Resourcing Business Enables Companies to Accelerate Growth in the Human Age

Australia, 6th June 2011 - Manpower Professional Australia today announced its brand evolution, logo change and name change. Manpower Professional is now Experis, which is part of ManpowerGroup, the world leader in innovative workforce solutions. Experis delivers in-demand talent for mission-critical positions and tailored solutions that accelerate personal and business success within the IT, Finance and Accounting, and Engineering verticals.

The cohesive name of Experis stands for the expertise and experience that the organisation brings with its grounding in the professional resourcing and project-based solutions space. With specialised expertise in the IT, Finance and Accounting, and Engineering verticals, Experis anticipates the needs of employers looking to hire specialised talent in traditionally hard-to-fill and highly-skilled positions. This approach reflects the challenges and complexity of the Human Age, in which access to talent rather than access to capital has become the key competitive differentiator.

“Finding the right talent, in the right place at the right time has become increasingly difficult as companies have learned to do more with less post-recession and the skills required to do many jobs have evolved,” said Ms Sue Howse, Experis General Manager. “For many years we have been monitoring the macro-economic forces and trends impacting the world of work, particularly within specialised professional verticals.

ManpowerGroup is continually evolving to anticipate the changing needs of clients in the new world of work, developing a robust suite of innovative workforce solutions that are operationally grounded and strategically confront the complexity of the Human Age. The evolution of ManpowerGroup's global Professional Resourcing business into Experis is the next stage of this advancement. The new brand and its combined equity responds to the requirements of the Human Age, where an increasingly global and technologically-driven society demands access to specialised talent, and unlocking the passion and potential of employees becomes key to business success.

Experis differentiates itself from the competition through its deep understanding of vertical knowledge and specialised expertise. Not only does Experis know what talent looks like and where to find it, but understands more than technical skills to truly assess a candidate's potential resulting in the increased precision of a cultural match with higher impact. Through its deep understanding of human potential and the ability to connect that to the visions of clients, Experis generates an enhanced partnership, and by continuously developing skills and providing training and experience keeps talent ahead of the marketplace and technology, resulting in accelerated personal and business success.

Australia's professional resourcing and project-based solutions now join the U.S., Canada and France in transitioning to the Experis brand.

"Through our deep vertical knowledge, expertise and experience, we know what talent to look for and where to find it," said Ms Howse. "Because of our increased precision and partnering relationships, we can identify the best opportunities for a cultural match, resulting in higher impact and accelerated results for our clients.”

Experis is adept at attracting, assessing and retaining top talent that accelerates business growth. On a global scale, clients have access to the knowledge, expertise and experience that comes from an organisation with operations in more than 50 countries, delivering more than 53 million hours of professional talent worldwide each year.

About Experis
Experis is the global leader in professional resourcing and project-based solutions. Experis accelerates organisations' growth by intensely attracting, assessing and placing specialised expertise in IT, Finance and Accounting, and Engineering to precisely deliver in-demand talent for mission-critical positions and projects, enhancing the competitiveness of the organisations and people we serve. To learn more, visit www.experis.com.au.


19/05/2011

Annual Survey Reveals Talent Shortages in Skilled trades, Sales Representatives and Engineers

54 Percent of Employers in Australia Struggling to Fill Jobs; Australia ranked fourth in the world for skills shortages.

Australia (19 May 2011) - Manpower Australia's latest Talent Shortage Survey has revealed 54 per cent of employers in Australia are experiencing difficulty filling critical positions.

The survey, now in its sixth year, shows the Australian results sit well above the global average of 34 per cent, and above the Asia-Pacific average of 45 per cent. In fact, Australia is ranked fourth out of 39 countries for talent shortages.

Across the country, Skilled Trade positions, Sales Representatives and Engineers are the most difficult positions to fill, all of which have remained at the top of the local skills shortage since 2006.

According to Lincoln Crawley, Managing Director of Manpower Australia and New Zealand, the 9 per cent jump in employers reporting difficulty finding staff (up from 45 per cent in 2010), reiterates what is now widely regarded as one of Australia's biggest economic challenges.

“Last week's federal budget put skills shortages centre stage, which is a step in the right direction. But these shortages need to be fought on all fronts. Employers need to collaborate with the government and each other if we are going to see a real improvement.”

Mr Crawley said: "While not all employers are feeling the pain associated with the global talent shortage, external forces mean it is likely that they will soon feel pressure. Businesses need to adopt a long-term approach to ensuring they have the talent they need to achieve their business objectives. While skills cannot be plucked out of thin air in the short term, a robust workforce strategy will ensure a company's business strategy is supported by having the talented people they need to execute it."

Jobs most in demand in 2011 in Australia

  1. Skilled Trades
  2. Sales Representatives
  3. Engineers
  4. Management/Executive (Management/Corporate)
  5. Accounting & finance staff
  6. Technicians
  7. Secretaries, PAs, Office support staff
  8. Mechanics
  9. IT staff
  10. Customer Service Representatives & Customer Support

Jobs most in demand in 2010 in Australia

  1. Skilled Trades
  2. Sales Representatives
  3. Engineers
  4. Management/Executive
    (Management/ Corporate)
  5. Mechanics
  6. Technicians
  7. Accounting & finance staff
  8. Nurses
  9. Secretaries, PAs, Office support staff
  10. Drivers
ManpowerGroup's Fresh Perspectives Paper "Manufacturing" Talent for the Human Age, also released today, makes recommendations for how employers should tackle the conundrum of a scarcity of talent in the face of an abundance of available workers, including a holistic workforce strategy, updating work models and people practices to reflect the realities of the 21st Century and collaborating with governments, education and individuals.

"The fact that companies are citing a lack of skills or experience as a reason for talent shortages should be a wake-up call for organisations, education, government and individuals," added Mr Crawley "It is imperative that these stakeholders work together to address the supply-and-demand imbalance in the labour market in a systematic, agile and sustainable way."

Globally, employers having the most difficulty finding the right people to fill jobs are those in Japan (80%), India (67%), Brazil (57%), Australia (54%), Taiwan (54%), Romania (53%), USA (52%), Argentina (51%), Turkey (48%), Switzerland (46%), New Zealand (44%), Singapore (44%), Bulgaria (42%), Hong Kong (42%) and Mexico (42%).

The survey found that Australia ranks 4th amongst those countries finding it difficult to fill positions, with 54% of employers indicating they could not find the right people, compared to 45% last year. This is well above the global average of 34%, and above the Asia-Pacific average of 45%.

The hardest jobs to fill in the Asia-Pacific region were Sales Representatives, followed by Technicians and Labourers. Employers in Japan have had the most difficulty filling positions both regionally and globally, with 80 percent of employers reporting they are struggling to find the right people to fill jobs. Along with Japan, employers in India are also having the greatest difficulty finding the required talent (67 percent), while those in China (24 percent) report the least difficulty in the region.

Full results of ManpowerGroup's sixth annual Talent Shortage Survey and Fresh Perspectives Paper Manufacturing Talent for the Human Age can be downloaded at www.manpowergroup.com.au/research


31/03/2011

Manpower Group

Manpower Inc. Evolves to Anticipate Clients' Needs
As part of ManpowerGroup, the World's First Innovative Solutions Company, Manpower is Uniquely Qualified to Deliver Solutions that Help Clients in Australia Win in the Human Age

Australia (31 March 2011) Manpower Inc., Manpower Australia's parent company and the world's first innovative workforce solutions company, today announces that it is differentiating and evolving its brand to reflect the new complexity and challenges brought by the Human Age. Manpower Inc is changing its name to ManpowerGroup, reflecting the organisation's global leadership in providing innovative workforce solutions for clients. ManpowerGroup is also revealing new logos that clearly connect the organisation's working brands together, including Right Management, and reflect how the group of companies is built for solutions and speed.

Lincoln Crawley, Managing Director of Manpower Australia and New Zealand, explains: "We recognise that in order to successfully unleash the passion and potential of their workforce, employers need solutions that are tailored to their needs. At Manpower, we provide clients with
dynamic and flexible solutions that complement ManpowerGroup's family of brands that operate worldwide. As an organisation, we continue to evolve, anticipating the ever-increasing sophistication and needs of our clients, and developing a robust suite of innovative workforce solutions that are operationally grounded and strategically confront the complexity of the Human Age. We have seen this coming, we understand the challenge and we are ready to serve clients with the strongest suite of services and solutions in the industry."

In Australia, Manpower has been helping employers navigate the changing complexities of the local labour market, making it possible for rganisations and individuals to achieve all they imagined and more for 46 years through Manpower Australia, now part of ManpowerGroup.

Post-financial crisis, everyone has had to adjust to the fact that there will be no economic reset to "normal." Doing more with less has become the reality, and, for employers, business growth will now come from having access to talent rather than access to capital. ManpowerGroup has been
monitoring the macro-economic forces and trends impacting the world of work for many years and this has led to it uniquely identifying a new world era: the Human Age. This is the first age to be identified before the end of its era and represents a time when people themselves are beginning to take center stage, and unleashing human potential is becoming the key building block of growth.

This evolution of Manpower Australia as part of the innovative workforce solutions company ManpowerGroup is designed to respond to this new world era, and marks the next chapter for a company that has pioneered what it means to deploy truly innovative workforce solutions.

Today's talent shortage and mismatch - in which employers are eager to hire the right talent, but can't identify the right candidates - demand a holistic global solutions provider, as ManpowerGroup research continues to reveal worldwide. In Australia, 45 percent of employers are already having difficulty filling key positions, according to Manpower's Talent Shortage Survey, with key skills shortages in skilled trades, sales representatives and engineers.

Unveiling the new parent company name and logo in New York with a simultaneous unveiling of signage at the company's world headquarters in Milwaukee, Jeffrey A. Joerres, Chairman, CEO and President of ManpowerGroup, adds: "We are pioneering what it means to be an innovative workforce solutions company not only for our industry, but for the wider business services sector and ultimately for the benefit of our existing and future clients and candidates. We have an unmatched global footprint with local expertise and understanding of each market in which we work, and take a holistic view of the world of work - gained by interviewing more than 12 million people each year and working with hundreds of thousands of companies of all sizes globally. This insight means we have a deep understanding of human potential and are uniquely positioned to offer innovative workforce solutions that help organisations and individuals win."

ManpowerGroup is able to deliver solutions to clients across recruitment and assessment, training and development, career management, outplacement, outsourcing and workforce consulting. Together, ManpowerGroup's innovative workforce solutions deliver faster time to value to help clients win in the marketplace.

ManpowerGroup's suite of solutions includes:

ManpowerGroup Solutions
Providing clients with human resources and outsourcing services and outcome-based workforce initiatives, ManpowerGroup Solutions shares in the risk and reward with its clients.

Manpower Group Solutions

Experis
The new name for ManpowerGroup's combined, consolidated professional resourcing business that will be rolled out over time. Experis is the global leader in professional resourcing and project-based workforce solutions that accelerate clients' business. With operations in more than 50 countries, Experis delivers 53 million hours of professional talent each year - specialising in IT, Engineering, Finance & Accounting and Health.

Experis

Manpower
Manpower is the global leader in contingent and permanent recruitment workforce solutions and the core of ManpowerGroup's business. Its combination of global reach and local expertise allows for greater flexibility and agility to respond to changing business needs, providing a continuum of staffing solutions.

Manpower

Right Management
Right Management is the world's largest outplacement company and world leader in talent and career management workforce solutions, focused on increasing productivity and optimising business performance to help clients win.

Right Management


17/03/2011

Manpower Inc. Named One of World's Most Ethical Companies by Ethisphere Institute

Today's Workforce Demands More Transparent and Socially Conscious Employers

MILWAUKEE, March 16, 2011 /PRNewswire/ -- Manpower Inc. (NYSE: MAN), world leader in innovative workforce solutions, was today named to the Ethisphere Institute's 2011 World's Most Ethical Companies list for its proven commitment to ethical business practices, including an outstanding commitment to ethical leadership, compliance practices and corporate social responsibility. Manpower was the only company from the staffing industry to be named to the prestigious list.

"We have entered the Human Age, where the key competitive differentiator will be whether companies are able to attract and retain the key talent they need to win in an era where the right talent is becoming increasingly difficult to find," said Jeffrey A. Joerres, Manpower Inc. Chairman and CEO. "In many cases, those skilled individuals will dictate terms to employers, of how, where and when they work. They will naturally gravitate toward industries which offer the best career development options, display a commitment to corporate social responsibility, contribute to the communities where they are located and have the best environment to unlock their human potential."

With a commitment to ethical business practices widely acknowledged as a key driver of employee engagement due to increased transparency in the new post-recession era, Manpower advises companies around the world to revisit their code of conduct to ensure it reflects their contemporary corporate culture and gives employees strong guidelines to follow so they can live the organization's values.

Manpower recently updated its Code of Business Conduct and Ethics to ensure that the company's 30,000 employees in 82 countries and territories continue to live up to the company's values through their actions, as clients, candidates, associates, suppliers, governments and employees select Manpower on the strength of its solid ethical foundation. Manpower's updated Code of Business Conduct and Ethics can be found here: www.manpowergroup.com/about/ethics.cfm.

"It is a point of pride for all of us within the Manpower group of companies that we have been named as one of the World's Most Ethical Companies," added Joerres. "Our strong mission-driven culture is founded on the powerful principle that we do well by doing good because the success of our clients and candidates leads to our success. When our deep understanding of human potential is connected to the ambition of business, a dynamic power is created: Power that drives organizations forward, power that accelerates personal success and power that builds more sustainable communities."

Ethisphere, an international think-tank dedicated to creating, advancing and sharing best practices in business ethics, corporate social responsibility, anti-corruption and sustainability, received more nominations and applications than ever before for this year's ranking, which as a result was exceptionally competitive. Candidacy was based on the organization's Ethics Quotient (EQ) process, in which nominated companies are queried on corporate governance, risk, sustainability, compliance and ethics. The Ethisphere recognition is the second prestigious award Manpower has received this month after being named to Fortune magazine's 2011 list of the Most Admired Companies, ranking number 1 in the industry.


27/01/2011

Manpower Inc. Identifies the Dawn of the Human Age
Talent is the New "it" as Human Potential Rises Up as the New Driver of Economic Growth

Australia 27th January 2011. Manpower Inc. (NYSE:MAN), world leader in innovative workforce solutions, today announced at the World Economic Forum in Davos, Switzerland, the dawn of a new world era; the Human Age.

Some of the world's most powerful business, political and academic leaders attend the World Economic Forum Annual Meeting, which provides an unrivalled platform to shape the global agenda and catalyse solutions at the start of each year.

Manpower Inc. Chairman & CEO, Jeffrey A. Joerres kicked off the WEF with the announcement, followed by a panel discussion with CNBC, "Entering the Human Age - unleashing and leveraging human potential in the new reality" with moderator Frank Brown, Dean of INSEAD and co-panelists Don Tapscott, Chairman of Moxie Insight and best-selling author of Macrowikinomics, Sharan Burrow, General Secretary of the International Confederation of Trade Unions, Kris Gopalakrishnan, CEO and Managing Director of Infosys, and Jim Quigley, CEO of Deloitte.
Previous eras were defined first by the raw materials that transformed them - the Stone Age, Bronze Age and Iron Age, then they were characterised by the domains people conquered with ever-improving technology - the Industrial Age, Space Age and Information Age. Now we're entering a new age: The Human Age. Manpower confirms that this new reality has significant implications both for employers and for individuals, as human potential now becomes the major agent of economic growth. The world is experiencing an era of great transformation, where business models will have to be redesigned, value propositions redefined and social systems reinvented. Existing models and social systems have been strained to the point that they're no longer sustainable. The resulting chaos and post-recession pressure to do more with less is creating a very challenging environment.

"Our ability as companies, as governments and of course individuals to adjust to this new reality, this new way of doing things, will depend upon to what extent we can tap into inner human potential - talent has become the key differentiator," said Joerres. "Understanding how to unleash this spirit, passion and potential is not a one-size-fits-all approach and will require employers to engage with their people on a human level."

Global forces also at play, including the recession, rapid technological development, a shifting demographic landscape and the rise in power of emerging markets are conspiring to bring about the Human Age, and the velocity of change is increasing. The effects of these forces can be felt everywhere including here in Australia.

Lincoln Crawley, Managing Director of Manpower Australia and New Zealand comments "Through the economic downturn and now into the recovery, many organisations have streamlined and redefined their people practices, cutting costs while driving efficiency.
Consequently, many companies have come to realise that if they are able to unlock the potential of the right people in the right place, they can achieve all they did before and more - even in a challenging environment."

"This pressure is driving innovation and passion in a way never seen before" continues Mr Crawley. "We are hearing from our clients that the right talent is more important than ever, but at the same time, talent is becoming a scarce resource; employers are struggling with a mismatch - finding the right talent in the right place at the right time, despite relatively high levels of unemployment." According to Manpower's most recent Talent Shortage Survey of more than 35,000 employers across 36 countries, more than 30% are struggling to fill key jobs that are vital to the success of their organisation. In Australia, 45% of employers are experiencing talent shortages.

"Talent isn't just people, it's more than people," commented Mr Crawley. "It's the person that fits what you need right now; the skills, the behaviors, the way of operating; the ability to operate in a chaotic, global environment. Talent is specific. In the past, for companies to grow their business, they needed access to capital. What we're seeing now and what we're hearing from the companies we're dealing with is that in order to get ahead you have to have access to talent - not just capital. As this process evolves, we'll see capitalism shifting to talentism, and access to talent, rather than capital, become the definitive competitive advantage."

In the Human Age, it is more important than ever that companies take the time to understand exactly what their talent needs will be, not just now but five or ten years down the line - and align their talent strategy closely with their business strategy. Then, they must become more agile in terms of how they attract, retain and develop their employees. Employers need to ensure that they update their work models and people practices to allow them to unlock the potential that they need to thrive in this new reality.

Understanding how to unleash this spirit, passion and potential is not a one-size-fits-all approach and will require employers to engage with their people on a human level. Technology and the growth of social media have led to a new level of transparency and the ability to directly engage and have a human-to-human conversation with almost anyone - whether as employer to employee or retailer to consumer.

The Human Age presents a challenging and exciting opportunity for organizations to leverage the potential of their greatest asset - their people - to drive the business forward. The recession, combined with advances in technology, expectations of business transparency and social mobility, have brought us to the cusp of a new age. Now, governments, businesses and individuals must work together to unleash the potential of the human spirit, that will help us to make sense of this new era.

Click here to download The Human Age press release

Click here to download The Human Age Executive summary