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


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:

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:

"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.

"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:

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:

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:

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"

Tips for employers in employing compatible candidates

Employers are responsible for ensuring a candidate is compatable with an organisation by examining:

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