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 ManpowerGroup Employment Outlook Survey and other general industry topics.

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

General Press Releases


11-12-18

New Zealand hiring intentions strongest in four years
Gains across Mining & Construction and Wholesale & Retail Trade offset sharp declines in Finance, Insurance & Real Estate

ManpowerGroup Employment Outlook Survey: Quarter 1 2019

NEW ZEALAND (11 December2018): New Zealand’s employment Outlook is now the strongest reported in four years heading into the New Year as an increase in hiring intentions across key sectors, such as Mining & Construction and Transport & Utilities, has offset a steep year-on-year decline within the Finance, Insurance & Real Estate sector.

These are the key findings from the ManpowerGroup Employment Outlook Survey for the upcoming quarter, which reports a national Net Employment Outlook (NEO) of +16% for New Zealand. This signals that more employers expect to increase staffing levels than not heading into the first quarter of 2019. The survey collects data from over 60,000 employers in 44 countries, including over 650 New Zealand.

New Zealand Net Employment Outlook
NZ Net Employment Outlook

The latest data reveals that employers across all sectors, regions and organisation sizes are reporting positive employment Outlooks for the start of the year, although there are a number of notable differences across the country.

In particular, hiring intentions across the Finance, Insurance & Real Estate sector have declined by a steep 23 percentage points when compared to this same time last year. This decline began in the second quarter of 2018 and has continued to drift more modest levels since.

Net Employment Outlook - Finance
Net Employment Outlook - Finance

However, this sharp decline has been offset by year-on-year gains elsewhere. Most notable is an increase in hiring intentions across the Mining & Construction sector, which reports an increase of 13 percentage points quarter-on-quarter and eight percentage points compared to Q118. Employers in the Transportation & Utilities sector also reported an increase of eight percentage points year-on-year but suffered a considerable decrease of ten percentage points compared to the previous quarter, followed by the Public Administration & Education sector with a slight quarter-on-quarter and year-on-year gain of four percentage points. Wholesale & Retail Trade sector employers report a year-on-year increase of three percentage points and a gain of six percentage points quarter-on-quarter, signalling that the sector is preparing for a post-Christmas boost in hiring.

Net Employment Outlook – Sector Comparison
Net Employment Outlook - Sector Comparison

Regionally, employment expectations in Auckland remain steady with no net change, while year-on-year increases of three and five percentage points have been reported in Wellington and Christchurch, respectfully.

Net Employment Outlook – Regional comparison
Net Employment Outlook – Regional comparison

ManpowerGroup Australia & New Zealand Managing Director Richard Fischer says the latest data reveals a strong employment Outlook that is able to sustain downturns across particular sectors.

“The employment Outlook across New Zealand has hit a four-year high despite a notable decline across the Finance, Insurance & Retail sector and the lack of growth across the Auckland region,” said Mr Fischer.

“This is a result of sustained improvement across other key sectors and regions. In particular, employers in the Wholesale & Retail Trade sector are anticipating a need to increase headcount in preparation for a post-Christmas bounce at the start of the New Year.”

Large and medium-sized businesses continue to report the most robust employment expectations with NEO’s of +25% each, while micro-sized organisations report a notable year-on-year increase of five percentage points after a sustained flat Outlook.

Net Employment Outlook – Organisation Size
Net Employment Outlook – Size

Across the Asia-Pacific region the strongest Outlooks are reported in Japan (+27%), Taiwan (+21%), and Hong Kong (+18%).


11-09-18

New Zealand employment outlook remains upbeat despite softening in key sectors
ManpowerGroup Employment Outlook Survey: Quarter 4 2018

NEW ZEALAND (11 September 2018): New Zealand’s employment Outlook remains upbeat for the final quarter of 2018, with employers in Wellington and Christchurch leading the way despite some softening of hiring expectations in the key sectors of Mining & Construction and Wholesale & Retail Trade when compared to this same time last year.

These are the results from the ManpowerGroup Employment Outlook Survey for the fourth quarter of 2018, which reports a Net Employment Outlook (NEO) of +15% for New Zealand. This signals that more companies expect to increase staffing levels than not heading into the last quarter of the year. The survey collects data from over 59,000 employers in 44 countries, including over 650 in New Zealand.

New Zealand Net Employment Outlook, Q1 2012 – Q4 2018
NZ Net Employment Outlook, Q1 2012 – Q4 2018

This positive national result is a moderate increase of six percentage points quarter-on-quarter and four percentage points year-on-year. An increase in staffing levels is anticipated across all eight industry sectors and all three regions during the upcoming quarter, although there are a number of notable differences across the country.

The Transportation & Utilities sector has reported the strongest employment Outlook of +28%, a sharp increase of 20 percentage points compared to Q4 2017. This heightened optimism in hiring can also be seen in the Public Administration & Education and Manufacturing sectors, reporting strong year-on-year gains of nine and eight percentage points, respectively. However, both the Mining & Construction and Wholesale & Retail Trade sectors have reported year-on-year declines of eight percentage points, although Outlooks in both remain in positive territory. The Finance, Insurance & Real Estate sector shows a three-percentage point decrease in comparison to this same quarter last year and is now reporting the most subdued Outlook in two years.

Seasonally Adjusted Outlook

Regionally, the data reveals a sizeable improvement in hiring intentions over the past year among employers in Wellington and Christchurch, with year-on-year gains of ten and seven percentage points, respectively. Employers in Auckland report a steady Net Employment Outlook of +14% for the fourth quarter, a slight decrease of three percentage points quarter-on-quarter and two percentage points year-on-year.

Seasonally Adjusted Outlook - regional

ManpowerGroup New Zealand General Manager Paul Robinson believes the latest data is a reminder of the strength of the labour market and the increasing need for employers to be focused on attracting and retaining the best talent.

“Despite some differences across the country, the latest employment Outlook data is evidence of a favourable hiring climate across New Zealand, “said Mr Robinson.

“In this environment, employers must be mindful that competition for talent is very high and they should ensure they have strategies in place to attract and retain the very best people and skills. This means offering training and development opportunities for employees as well as a flexible career path.”

Large and medium-sized organisations continue to report the most optimistic employment expectations with Net Employment Outlooks of +25%, while micro businesses had the weakest Outlook of just +4%. The strength of hiring intentions by large and medium businesses versus smaller organisations has been a consistent trend since the beginning of 2016.

Elsewhere, the New Zealand Outlook compares favourably to other countries in the region. The Outlook is softer than Japan (+26%), Taiwan (+21%) and Hong Kong (+17%) but stronger than Australia, India and Singapore.


04-07-18

Nearly half of New Zealand employers facing a talent shortage
Lack of skills pushing employers to recruit outside traditional talent pools

NEW ZEALAND (4 July 2018): Nearly half of New Zealand employers are facing an ongoing talent shortage, with 44 percent reporting they can’t find the skills they need to fill vacant roles and 64 percent now recruiting outside their talent pools in response to this widening skills gap.

These are the results from the ManpowerGroup 2018 Talent Shortage Survey, which asked 39,195 employers around the world – including over 650 in New Zealand – about the extent to which a skills shortage was impacting hiring intentions, which skills are the most difficult to find, and the strategies being adopted to attract and retain skilled labour.

Lack of available applicants (25%) was cited as the top reason New Zealand employers are having difficulty filling roles, followed by lack of experience (22%) and lack of hard skills (21%). This is creating a barrier to jobs growth with recent research from the ManpowerGroup Employment Outlook Survey (MEOS) revealing that New Zealand employers are reporting the weakest hiring intentions in more than eight years for the third quarter of 2018.

Top Drivers of the New Zealand Talent Shortage
Top Drivers of the New Zealand Talent Shortage

This impediment to jobs growth can be seen in New Zealand’s Mining & Construction sector, where employers also reported the weakest employment forecast for this sector in more than eight years. It is no surprise then, according to the Talent Shortage Survey results, that New Zealand employers said Skilled Trades is the most difficult role to currently fill, followed by Sales Representatives and Engineers.

Top 10 Most In-Demand Roles in New Zealand
Top 10 Most In-Demand Roles in New Zealand

In addition to training and upskilling of current staff as well as exploring alternative forms of work (contract, freelance, or part-time), 64 percent of New Zealand employers cited recruiting from outside traditional talent pools as a top strategy currently being used to overcome this ongoing shortage of skills. This follows the recent announcement of the ‘KiwiBuild Visa’; a new Skills Shortage List created to help fix a 30,000 worker gap in the New Zealand construction industry by making it easier for employers to hire overseas workers, including plumbers, electricians, engineers, builders and project managers.

ManpowerGroup New Zealand General Manager Paul Robinson believes this combination of research solidifies the intensity of New Zealand’s current talent shortage and says now is the time for employers to take new approaches to building and retaining talent.

“Nearly half of New Zealand employers are reporting they can’t find the skills they need to fill vacant roles,” says Mr Robinson. “And with more than half saying they are now recruiting outside of traditional talent pools to find in-demand skills, it is clear that New Zealand organisations are doubting their ability to find and acquire the right talent within the New Zealand market,” says Mr Robinson.

“This is most apparent in New Zealand’s construction industry, where immigration changes are in motion to provide employers with an easier, streamlined process to hire overseas workers and begin filling a 30,000 worker gap.”

“This means it is time for a new approach to attracting, recruiting and retaining talent in response to this widening skills gap,” added Mr Robinson. “Organisation’s will need to buy skills where necessary, borrow from external sources and help people with adjacent skills bridge from one role to another.”

“New Zealand employers need to become builders of talent in order to create the jobs and skills of the future.”

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


12-06-18

New Zealand employers report weakest hiring expectations in more than eight years
Mining & Construction suffers steep decline as forecast dips to weakest level since 2009 ManpowerGroup Employment Outlook Survey: Quarter 3 2018

NEW ZEALAND (12 June 2018): New Zealand employers are forecasting the weakest hiring intentions in more than eight years entering the third quarter of 2018 as a steady Outlook in the Manufacturing and Services sectors fails to offset a severe decline in Mining & Construction, even as employers in this sector continue to face a shortage of skilled and qualified workers.

These are the results from the ManpowerGroup Employment Outlook Survey for the upcoming quarter, which reports a Net Employment Outlook (NEO) of +8% for New Zealand. This is a decrease of three percentage points compared with the previous quarter, and five percentage points compared to the same time last year. The survey collects data from over 650 employers in New Zealand, part of a panel of nearly 60,000 employers in 44 countries and territories worldwide.

NZ Net Employment Outlook

Although the nation’s employment expectations remain in positive territory across all sectors, regions and organisation sizes for the upcoming quarter, hiring intentions decline in six sectors and two regions quarter-on-quarter and weaken in six sectors and all three regions year-on-year. Additionally, New Zealand employers are reporting the weakest labour market forecast in the Asia Pacific region.

Asia Pacific

The latest data reveals telling differences in hiring expectations across the country. Manufacturing employers report the strongest hiring intentions for Q3 2018 with an NEO of +12%, followed by the Services sector where employers report respectable hiring plans with an Outlook of +11%. Some hiring opportunities are reported in the Public Administration & Education sector and the Transportation & Utilities sector with Outlooks of +8%. However, the conservative forecast for these sectors declines by three and nine percentage points, respectively, when compared to the third quarter of 2017.

The most notable difference can be seen in the Mining & Construction sector, where employers have reported the least optimistic employment Outlook of +2%. This is a sharp decrease of 23 percentage points when compared to this same time last year and is the weakest forecast for the sector in more than eight years.

NZ Employment Outlook by Industry (Y/Y)

The impact of this significantly softer Outlook in Mining & Construction can be seen in Christchurch, where employers report a considerable decline of 12 percentage points year-on-year with the wind-down of the Christchurch rebuild. Elsewhere, the strongest labour market is forecast for Auckland with an upbeat Outlook of +11%. Wellington has reported a moderate NEO of +5%, an improvement of two percentage points quarter-on-quarter but a decrease of three percentage points when compared to Q3 2017.

NZ Employment Outlook by Region (Y/Y)

ManpowerGroup New Zealand General Manager Paul Robinson believes the national Net Employment Outlook of +8% shows some gains are anticipated for the New Zealand labour market while noting distinct differences across the country.

“Employment expectations in New Zealand remain positive despite reporting the most subdued results in more than eight years”, said Mr Robinson.

“New Zealand businesses are revealing cautious optimism and an ongoing wait-and-see approach as they continue to gain clarity into the new Government and recent employment law changes.”

Mr Robinson also noted a shortage of skilled tradesmen and builders, which is having a clear effect on the Mining & Construction sector.

“The sharp decrease in hiring expectations across the Mining & Construction sector suggests employers are doubting their ability to find and acquire in-demand talent within the New Zealand market. With technicians and trades visas outnumbering professional visas for the first time in over a decade, businesses are starting to look outside the country for the right combination of skills.”

“This proves the importance of employers becoming teachers in order to not only retain their current talent, but to help their workforce develop new skills and remain employable.”

A clear difference in the employment Outlook is also noticeable between New Zealand’s largest firms and medium-sized organisations. With an NEO of +15%, medium-sized organisations report the strongest hiring prospects for the third quarter of 2018. Yet large businesses forecast an Outlook of +8%, a considerable decline of eight percentage points when compared to this same time last year.

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


01-05-18

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

New Zealand (1 May 2018):

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

These are the results from ManpowerGroup’s latest report – >Robots Need Not Apply: Human Solutions in the Skills Revolution – which surveyed 20,000 employers across 42 countries, including over 650 in New Zealand, on the impact of automation on headcount, the functions most impacted and the soft skills that are both of greatest value and hardest to find.

In response to the impact of automation, twenty percent of New Zealand employers expect to grow their workforce while 64 percent plan to maintain current headcount over the next two years. This signals that digitisation will be a net gain for employment across New Zealand in the near-term, so long as job seekers have the right blend of skills required in today’s digital age.

Impact of Digitisation on Headcount

Looking inside organisations, the impact of automation varies by function. Frontline and Customer-Facing roles, as well as IT functions, come out on top with anticipated headcount increases of 19 and 18 percent as companies start investing in the strategic combination of both human and digital skills. Contrary to this, Manufacturing & Production and Administrative & Office functions expect decreases of 17 and 15 percent as a result of automation.

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

Most Valued Soft Skill Are Hard to Find in NZ

ManpowerGroup New Zealand General Manager Paul Robinson believes that while today’s in-demand skills are quickly evolving in response to digitisation, this latest data demonstrates the positive impact that automation can have on the New Zealand labour market.

“Automation doesn’t have to be a bad thing for people and employers,” says Mr Robinson. “Employment in New Zealand remains upbeat, making now a critical time for employers to embrace digital change in order to identify the right mix of skills and talent to augment, rather than compete with, technology.”

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

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


13-03-18

New Zealand hiring expectations remain steady despite dipping to weakest level in two years
ManpowerGroup Employment Outlook Survey: Quarter 2 2018

NEW ZEALAND (13 March 2018): The employment Outlook for New Zealand remains positive despite dipping to its weakest level in two-years. An improved Outlook in the Transportation & Utilities and Manufacturing sectors has failed to offset steep declines in the Mining & Construction and Finance, Insurance & Real Estate sectors and generally subdued hiring expectations in the Wellington region.

These are the results from the ManpowerGroup Employment Outlook Survey for the second quarter of 2018, which reports a Net Employment Outlook (NEO) of +11% for New Zealand. This signals that more employers expect to increase staffing levels than not heading into the second quarter of the year. The survey collects data from over 59,000 employers in 44 countries, including 650 in New Zealand.

NZ Net Employment Outlook, Q1 2012 - Q2 2018

The national result is down three percentage points compared to this same time last year. However, employment expectations remain in positive territory across all sectors, regions and organisation sizes. Despite the overall positive NEO in New Zealand, hiring expectations are below average for the Asia Pacific region where the strongest Outlooks are reported in Taiwan (+26%), Japan (+24%) and India (+22%).

Asia Pacific - Q2 2018

The latest data reveals significant differences in hiring expectations across the country. Most notable is a steep decline in hiring expectations in the Mining & Construction sector, down nine percentage points quarter-on-quarter and nineteen percentage points when compared to the same period last year. Employers in the Finance, Insurance & Real Estate sector report a mild Net Employment Outlook of +9%, a sharp decline of twenty percentage points when compared to Q1 2018. There have also been slight year-on-year downgrades reported in the Public Administration & Education sector (down 4%) and the Services sector (a 3% decline). However, forecasts in all sectors still remain in positive territory.

Transport and Utilities sector employers reported a gain of five percentage points followed by the Manufacturing sector up two percentage points when compared with the same quarter in 2017.

NZ Employment Outlook by Industry (Y/Y)

Regionally, Wellington has suffered the biggest hit to the employment Outlook, reporting a considerable decrease of fourteen percentage points year-on-year. Auckland reports an increase of 2% when compared to the same quarter in 2017, while Christchurch remains relatively stable both quarter-on-quarter and year-on-year.

NZ Employment Outlook by Region (Y/Y)

A clear difference in the employment Outlook is also noticeable between New Zealand’s largest firms and small and medium-sized organisations. Large organisations have increased by fourteen percentage points compared to the same time last year. However, medium (-9%), small (-3%) and micro (-3%) businesses all recorded more subdued expectations year-on-year.

ManpowerGroup New Zealand Country Manager Paul Robinson believes the national Net Employment Outlook of +11% is clear evidence of a strong labour market while noting clear differences across the country.

“The employment Outlook in New Zealand remains positive despite reporting the most subdued results in two years”, said Mr Robinson.

“However, the data reveals that rather than looking to reduce payrolls many firms are simply opting to hold steady in the quarter ahead. It is this wait-and-see approach, rather than a negative view of the market, that has resulted in a relatively soft Outlook.”

Mr. Robinson said that this approach may ease any emerging demand for wage increases, particularly in the Mining & Construction sector which reported the most significant downgrade.

“There is now a sizeable number of New Zealand employers that are opting to wait and see before resuming hiring and this may ease wage pressures. However, the strength of the overall Outlook suggests this may be short lived,” added Mr. Robinson.


12-12-17

New Zealand hiring pace expected to remain steady despite declines in key sectors
ManpowerGroup Employment Outlook Survey Q1 2018

NEW ZEALAND (12 December 2017): New Zealand hiring intentions remain generally upbeat despite wide variations across the country with strong gains in the Finance, Insurance & Real Estate and Public Administration & Education sectors, offsetting notable declines in the Transportation & Utilities and Wholesale & Retail Trade sectors. While employers in all sectors, regions and organisation sizes have reported a positive Outlook, employer confidence declines in a number of key sectors. This may signal that not all workers across the economy will benefit from wages growth in 2018, although employees in high-growth sectors will have greater power in salary negotiations.

These are the results from the ManpowerGroup Employment Outlook Survey for the first quarter of 2018. The survey collects data from nearly 59,000 employers in 43 countries, including over 650 in New Zealand. While nineteen percent are looking to increase their headcount, fewer (3%) intend to decrease and the majority (77%) anticipate no changes. The resulting national Net Employment Outlook (NEO) is +15%, up three percentage points quarter-over-over and an increase of one percentage point since Q1 2017.

NZ Net Employment Outlook, Q1 2012 - Q1 2018

New Zealand hiring intentions have slightly increased in the past three months and remained relatively stable when compared to this same period last year. While forecasts in all regions and sectors are in positive territory, employer hiring intentions in the Wholesale & Retail Trade and Transportation & Utilities sectors have declined noticeably in both quarter-over-quarter and year-over-year comparisons.

The Finance, Insurance & Real Estate sector employers report the most optimistic NEO of +29%, as well as the strongest annual gain of 15 percentage points. The Public Administration & Education sector forecast is also on the rise with a recorded NEO of +22%, up nine percentage points both quarter-over-quarter and year-over-year. This is the strongest employment Outlook for this sector since Q3 2014.

However, not all sectors are faring so well. Transportation & Utilities report a Net Employment Outlook of +9%, down 16 percentage points when compared with this time one year ago. The Wholesale Trade & Retail sector has recorded even lower hiring prospects with an NEO of +8% for the January-March timeframe, a decline of seven percentage points year-over-year.

ManpowerGroup New Zealand General Manager Paul Robinson said the latest data affirms the strength of the New Zealand economy and shows that all regions and organisation sizes are benefiting from the robust outlook, although there are noteworthy differences across sectors.

“The employment outlook in New Zealand has remained steady, signaling continued labour market stability as we enter the new year,” said Mr Robinson. “Employers in all regions, sectors and organisation sizes have reported a positive outlook for the first quarter of 2018.”

“However, key sectors are lagging behind. We are seeing a significant decline in employment expectations for the Transportation and Utilities sector, while Wholesale Trade and Retail is experiencing the weakest hiring pace in two years.”

NZ Employment Outlook by Industry (Y/Y)

Mr Robinson also noted that employers in high-growth sectors may face a more competitive environment in terms of both talent and wages as unemployment continues to fall and hiring intentions remain steady.

“With strong labour force participation and unemployment on a decline, New Zealand employers are facing increased wages pressure in 2018. Job seekers now have greater leverage to negotiate a higher salary for their skills and employers will have to respond accordingly in order to attract and retain the best talent the market has to offer.”

Regionally, the strongest labour market is anticipated in Auckland where the Net Employment Outlook stands at +16%. Elsewhere, Outlooks of +14% are reported in both Christchurch and Wellington. When compared with the first quarter of 2017, Auckland employers report a slight decline of two percentage points. However, Christchurch employers have experienced a year-over-year improvement of three percentage points, while the Wellington Outlook remains relatively stable.

NZ Employment Outlook by Region (Y/Y)

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

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


17-10-17

New Zealand the most favourable market to conduct business: report

New Zealand ranks #1 on global competitiveness score

NEW ZEALAND (17 October 2017): New Zealand has taken the top spot in a global ranking of the most desirable locations for employers, due in large part to the nation’s effective regulation, skilled workers and high productivity.

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

The 2017 Total Workforce Index TM places New Zealand as the number one most desirable market both regionally and globally, followed by Hong Kong, Singapore, the United States (US) and Canada.

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

New Zealand ranked 3rd and 4th in the categories of regulation and workforce availability. The regulation ranking provides a relative comparison of how restricted the terms and practices of workforce engagement are based on a standard set of regulations. Workforce availability compares the available workforce in each country and the likely sustainability of that workforce based on emerging and aging workforce trends.

Regarding the remaining categories, New Zealand ranked 7th for productivity and did not rank in the top ten for cost efficiency. Productivity measures the number of hours an employer can compensate at base pay. Cost efficiency provides a relative comparison of wage, benefits, tax and operations metrics.

Low productivity growth has been a growing concern for New Zealand in recent years. The TWI data suggests lack of productivity growth and high labour costs may weaken New Zealand’s workforce competitiveness moving forward.

Paul Robinson, General Manager, ManpowerGroup Solutions New Zealand, believes this first Total Workforce Index TM is a reminder of the key areas the nation must continue to improve upon in order to increase the potential of the New Zealand workforce.

"Today’s labour market is constantly changing, requiring new skills and new ways to get work done," says Mr. Robinson. "With our flexible regulatory environment and ongoing commitment to upskilling our workforce, New Zealand has proven to be a favourable and highly competitive market for employers to conduct business."

"However, now is not the time to rest on our laurels. Productivity gains must be a top priority for the New Zealand market if we wish to sustain our standard of living and address the increasing gap between cost of living and wage rates. Without productivity growth, New Zealand will no longer be able to afford the niche skills that our current workforce requires."

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

2017 APAC Rankings

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

The report also draws attention to the ‘Gig Economy’, which includes both informal and non-informal contingent workers. The informal workforce, or ‘Gig Workers’, are those with no formal contract who earn compensation on a per-job or per-gig basis. According to the research, only 7 percent of the workforce in the APAC region are informal workers.

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

However, a recent ManpowerGroup survey of over 9,500 people in 12 countries revealed that 87% of the global workforce would consider alternative forms of work, including informal work such as freelance and independent contracting, for their next job. These workers view alternative work models as an opportunity to earn extra money, learn new skills and do what they love in an environment that offers flexibility for one life rather than an ongoing balancing act between work and home.

Addressing these findings, Mr. Robinson noted that, "In order for New Zealand to maintain our established global competitiveness, it is now more critical than ever for employers to create workplaces that can provide meaningful work, flexibility and meet the demands of today’s modern workforce."


12-09-17

New Zealand the most favourable market to conduct business: report

NEW ZEALAND (12 September 2017): Hiring intentions have eased for the last quarter of the year as New Zealand employers await the outcome of the election with five out of seven tracked industries reporting weaker employment expectations than the same time last year. However, employment expectations remain in positive territory sustaining an 8-year run of strong hiring intentions.

The ManpowerGroup Employment Outlook Survey for 4Q17 records a Net Employment Outlook (NEO) of +11% for New Zealand, signalling that more companies expect to increase staffing levels than not heading into the last quarter of the year. The survey collects data from over 59,000 employers in 43 countries, including 650 in New Zealand.

While remaining positive and within a steady band, employers in most sectors and regions across the country have recorded a weaker Outlook for payrolls both quarter-over-quarter and year-over-year.

New Zealand Net Employment Outlook, 2010 - 2017
New Zealand Net Employment Outlook, 2010 - 2017

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

"New Zealand has now sustained eight years of strong hiring expectations. Employers are signalling that they intend to continue this vigorous competition for talent as we head into the fourth quarter", said Mr Fischer.

"However, there are clear differences across the country with the Mining and Construction sector continuing to drive the positive Outlook at +18% while other sectors are more subdued. It is evident that reconstruction in Christchurch continues to underpin a strong employment Outlook in that market."

Steady workforce gains are forecast for three sectors with Outlooks of +12% - the Public Administration & Education sector, the Transportation & Utilities sector and the Wholesale & Retail Trade sector. Respectable hiring activity is also anticipated in the Finance, Insurance & Real Estate sector and the Services sector, with Outlooks standing at +11%. Meanwhile, the weakest Outlook of +9% is reported in the Manufacturing sector.

Quarter-over-quarter, Outlooks weaken in five of the seven industry sectors. Finance, Insurance & Real Estate sector employers report the most notable decrease of nine percentage points. Hiring plans are six percentage points weaker in the Mining & Construction sector, while declining by five percentage points in both the Manufacturing sector and the Transportation & Utilities sector. However, slight improvements of two percentage points are reported in both the Public Administration & Education sector and the Services sector.

Hiring intentions also weaken in five of the seven industry sectors when compared with this time one year ago. The Outlook for the Mining & Construction sector declines by nine percentage points, while decreases of five percentage points are reported in both the Manufacturing sector and the Wholesale & Retail Trade sector. Employers in two sectors – the Finance, Insurance & Real Estate sector and the Services sector – report declines of three percentage points. Meanwhile, hiring prospects improve by two percentage points in both the Public Administration & Education sector and the Transportation & Utilities sector.

New Zealand Employment Outlook by Industry (Y/Y)
New Zealand Employment Outlook by Industry (Y/Y)

Employment levels are forecast to increase in all three regions during the coming quarter. The strongest labour market is anticipated in Christchurch where employers report a Net Employment Outlook of +12%. Elsewhere, Outlooks stand at +11% and +10% in Auckland and Wellington, respectively.

However, when compared with 3Q 2017, hiring prospects weaken in Christchurch and Auckland, where employers report decreases of five and three percentage points, respectively. However, the Outlook for Wellington is two percentage points stronger.

Auckland employers report a moderate decline of five percentage points when compared with this time one year ago, but Outlooks remain relatively stable in both Christchurch and Wellington.

New Zealand Employment Outlook by Region (Y/Y)
New Zealand Employment Outlook by Region (Y/Y))

Within the Asia Pacific region, New Zealand reported stronger employment expectations than Australia, which has a Net Employment Outlook of +10%. Japan has the strongest Outlook at +23%. Elsewhere, the United States is recording an Outlook of +17%.

Large businesses are also driving New Zealand’s strong employment expectations with an Outlook of +24%. Large businesses also had the biggest year-on-year gain with a jump of 20 percentage points. All other businesses reported declining expectations for 4Q17.

Mr Fischer said that overall New Zealand’s employment Outlook is stable. He expects a rise in hiring intentions for the Retail sector and demand for retail workers over the coming months:

"Retailers are currently reporting more subdued expectations than a year ago but the Outlook remains positive. Employment expectations for the sector are likely to pick up once the election is over and the critical Christmas shopping period gets closer, resulting in fierce competition for retail talent."


13-06-17

NEW ZEALAND’S FINANCE AND REAL ESTATE INDUSTRY FORECAST POINTS TO SOLID EMPLOYMENT GROWTH
ManpowerGroup Employment Outlook Survey Q3 2017

NEW ZEALAND (13 JUNE 2017): ManpowerGroup’s latest Employment Outlook Survey indicates job seekers in New Zealand’s Finance, Insurance & Real Estate sector can expect the strongest labour market in two years during the upcoming quarter. Hiring intentions climb five percentage points when compared with the previous quarter and sharply increase by 20 percentage points when compared with this time one year ago.

Overall, New Zealand job seekers can expect a favourable hiring climate in the July to September timeframe. Of the 652 local employers surveyed, 15% anticipate an increase in staffing levels and 80% expect no changes, resulting in a national Net Employment Outlook (NEO)1 of +13%. Hiring intentions remain relatively stable both quarter-over-quarter and year-over-year.

Staffing levels are expected to grow in all seven industry sectors during the coming quarter. Mining & Construction employers forecast the strongest labour market, reporting a Net Employment Outlook of +24%. While this outlook is two percentage points weaker when compared with the previous quarter, employers report a year-over-year improvement of eight percentage points.

When comparing the New Zealand regions, employers in all three expect to grow staffing levels during the third quarter of 2017. The strongest hiring plans are anticipated in Christchurch, where employers report a Net Employment Outlook of +17%. Auckland employers report steady hiring plans with an Outlook of +15%, while the Outlook for Wellington stands at +8%.

Further findings from the report include:

"New Zealand is a healthy and fast growing economy with solid hiring prospects. It's encouraging to see Christchurch’s extensive growth, establishing it as a strong employment hub and contributing to hiring growth in the South." commented Jamie Butterworth, General Manager, ManpowerGroup Solutions Australia and New Zealand.

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


13-12-16

Richard Fischer’s response to claims of worker exploitation by New Zealand media.

NEW ZEALAND (13 DECEMBER 2016): There have been reports on the media this morning, making a number of claims in regards to Manpower New Zealand and its operations.

I would like to correct those claims and categorically reject the implications that may be generated from these statements. As the Managing Director of ManpowerGroup Australia and New Zealand I take these claims seriously and want to reiterate that we treat ALL our candidates with the utmost respect and take pride in being able to provide meaningful work opportunities, in safe work environments, paid fairly and on time. Every working day, our New Zealand team members dedicate themselves to securing meaningful work for our candidates.

In relation to the claim that people have lost their jobs in the lead up to Christmas without notification.

The roles which have been highlighted in the statements are, as all of the workers performing those roles are aware, of a temporary, casual nature. Each worker has been engaged with complete knowledge and understanding that this is the case. The contracts issued to all workers on this project make this very clear.

The client’s project requirements were expected to diminish on the lead up to the new year and workers were notified of this at the start and throughout the project.. Obviously, due to the temporary nature of these roles and the functions being performed, the end date was dependent on the client requirements.

As per is our practice staff will receive all wages and entitlements without any pre-conditions. Secondly, in relation to those same roles having been relisted by Manpower New Zealand on a job board. This is absolutely not the case.

These roles have not been re-listed. The advertisement which is being referred to was originally placed in November and was to encourage applicants for other clients in New Zealand.

Thirdly, in relation to claims of site work operations at our clients premises. Manpower New Zealand is responsible for the Health and Safety of all its workers including those it employs on behalf of clients. Obviously, our client supervises and manages those workers on a daily basis. We have received no complaints in relation to any work conditions and therefore cannot comment on that.

If anyone is concerned about hours of work, breaks, sick leave or any other possible entitlements then we would expect to hear from them. We have an obligation to our employees and as an ethical company we meet those obligations.

In regards to further complaints and queries from AAAP or individuals

We would urge any employees who have any queries to reach out to the relevant branch. I would also like to state to the AAAP that they should feel free to come to me directly. That would allow us to discuss not only these matters but also the role that Manpower has in the community in terms of helping people find challenging paid work.


13-12-16

NEW ZEALAND EMPLOYERS REPORT CONSISTENT HIRING INTENTIONS FOR NEW YEAR
ManpowerGroup Employment Outlook Survey Q1 2017

NEW ZEALAND (13 DECEMBER 2016): The latest ManpowerGroup Employment Outlook Survey, released today, has found that nationally, New Zealand employers remain cautious around hiring heading into the first quarter of 2017.

The survey of more than 650 local businesses found 17 per cent of employers are poised to increase their headcount in the January to March timeframe, two per cent will decrease hiring, and the majority (77%) indicate they would make no change to their current workforce.

The resulting national Net Employment Outlook (NEO) of +15% indicates no change from quarter four 2016 but a modest increase of four percentage points year-on-year.

Richard Fischer, Managing Director, ManpowerGroup Australia and New Zealand, said New Zealand employers’ hiring intentions are overall steady, with pockets of growth evident in specific industry sectors. He also noted that the recent earthquake would likely have an impact on businesses in the affected area and would have a knock-on effect from a rebuild perspective. The impacts resulting from the quakes will likely be seen in the new year from the perspective of hiring intentions.

"As businesses look towards the new year, we are seeing relatively positive hiring intentions, despite uncertainty in some sectors and regions. Interestingly, Mining and Construction which had seen a very positive final quarter in 2016, dropped by seven percentage points heading into Q1 2017. While construction projects are still underway, particularly among residential, we are seeing a slowdown as a result of project completions,” Mr Fischer said.

Employers in most industry sectors are expecting steady or slight increases in hiring next quarter. The Transportation & Utilities sector boasts the strongest outlook, with employers reporting a strong NEO of +25%, up 14 percentage points from last quarter and increased by a further 14 percentage points year-on-year. Hiring intentions remain favourable in Mining & Construction for Q1 2017, with employers reporting a NEO of +20% despite a decrease of seven percent quarter-on-quarter and one per cent increase year-on-year.

Elsewhere, employers in the Services sector reported the weakest NEO of +12%, down two percentage points from last quarter and down two percentage points year-on-year, followed by Public Administration, with a slightly improved NEO of +13%, up three percentage points from last quarter and two points year on year.

“The construction sector continues to look strong despite a drop in employment intentions from last quarter. While there is a demand for skilled trades and construction workers, we are also facing a skills shortage in this area and that is driving wage inflation in the market. In other areas, hospitality and tourism companies are experiencing a very busy summer season but are also struggling to find enough staff,” Mr Fischer said.

Employers in large organisations have the strongest hiring outlook for the new year, with 29 per cent planning to increase headcount, resulting in a NEO of +24%. Hiring intentions for micro and small businesses are less optimistic, with NEOs of +11% and +13% respectively. This represents a quarter on quarter decrease of four per cent for small businesses; no change for micros; a year-on-year drop of two percent for small businesses and increase of six percent for micros.

“The strong intentions for medium and large employers are consistent with the trend for hiring to spike after new year. At the same time, the significant year-on-year increase suggests that overall employers are weathering macro-economic challenges well.

"Increased automation and digitisation will continue to affect businesses and candidates across many industry sectors, as new and emerging technologies replace the need for staff, and hence put downward pressure on hiring intentions," Mr Fischer said.

Regionally, employers in Auckland reported the strongest outlook, with an increase of three percentage points over the quarter, to a NEO of +19%, followed by employers in Wellington, who reported a NEO of +14%, an increase of three points over the quarter. In comparison, hiring intentions for Christchurch saw a slight decrease of two percentage points, resulting in a NEO of +11%.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC results

APAC


15-11-16

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

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

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

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

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

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

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

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

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

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

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

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

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


04-11-16

Updated Statement from Richard Fischer, Managing Director ManpowerGroup Australia, New Zealand and New Caledonia

NEW ZEALAND (04 NOVEMBER 2016):

In the last 24 hours we have seen significant disruption to our business in the form of protests and related threats made to our employees. The safety and care of our employees is paramount and we are taking intervention orders to prevent a reoccurrence of such unacceptable actions against our business.

I reject the claims about our business processes and contracts made by agitating groups who are deliberately disrupting our business. I would like to set the record straight on these matters.

We continue to operate in an ethical and moral manner, as we have done in the market in New Zealand for over 20 years. As the leader of this business, I stand by this track record.

We treat ALL our candidates with the utmost respect and take pride in being able to provide meaningful work opportunities, in safe work environments, paid fairly and on time. Every working day, our New Zealand team members dedicate themselves to securing meaningful work for our candidates.

Reviewing contracts

There has been a lot of public discussion around our contracts. I am satisfied that we have taken all steps necessary to ensure our contract complies with all relevant regulations, legislation and industry best practice. However, we are taking this opportunity to review all our contracts as we do regularly as a matter of business practice. As part of that review, if necessary, we will take steps to ensure our contracts provide greater clarity for candidates.

Privacy statement and collection of sensitive information

In relation to our privacy policy we reiterate that we DO NOT collect sensitive information about candidates that is not consistent and compliant with current laws, including privacy laws. We would only request personal information about a candidate when it is lawful and required for the role with the host employer. Any personal information we obtain, is obtained lawfully and is then protected under our privacy commitment. An example would be when it is necessary for the job that the applicant undergo a Ministry of Justice criminal history check or where the job requires physical tasks and the applicant is asked whether they have any health issues which could prevent them performing those tasks.

The privacy statement is a disclosure statement, NOT a list of information collected or required by Manpower.

Finally, I’d like to reiterate our commitment to the New Zealand market and to reassure our clients and candidates that we take our position as a leading workplace solutions provider very seriously. We will continue to operate in a manner that reflects this – treating all candidates with the utmost respect.

Richard Fischer
Managing Director, ManpowerGroup Australia, New Zealand & New Caledonia


03-11-16

ManpowerGroup strongly rejects claims made by some media outlets in New Zealand in relation to Manpower's employment contracts.

NEW ZEALAND (03 NOVEMBER 2016): ManpowerGroup strongly rejects claims made by some media outlets in New Zealand in relation to Manpower's employment contracts.

These claims are taken very seriously by ManpowerGroup and the business responded to this issue when raised.

Importantly, the media reports contain suggestions that do not fairly represent the situation.

The following statement from Richard Fischer, Managing Director, ManpowerGroup Australia, New Zealand & New Caledonia, provides correct information about Manpower contracts and its relationship with the Ministry of Social Development (Work and Income) New Zealand:

ManpowerGroup constantly reviews and adjusts its operations in order to fully comply with New Zealand legislation, as well as legislation in all the countries we operate in.

Furthermore, we always strive to ensure our candidates and associates are treated fairly and equitably. This is our practice and is in our culture.

As part of our commitment to help candidates find and secure meaningful work, specifically the long-term unemployed, ManpowerGroup partners with the Ministry of Social Development and fully complies with the Ministry’s requirements.

This partnership allows us to reach additional candidates outside of those accessed through commercial sourcing and advertising campaigns.

The outcome of this initiative is mutually beneficial for all parties. Candidates are trained in a supportive environment with the view to helping them access long term career opportunities. There is no funding or grants associated with this program, nor is there any wage subsidy provided for employing beneficiaries.

The Ministry of Social Development’s statement confirms their relationship with us as well as the positive outcomes of the partnership.

As a leading organisation providing workplace solutions, we treat all candidates with the utmost respect and take pride in being able to provide meaningful work opportunities, in safe work environments, paid fairly and on time.

We take compliance very seriously. Our privacy policies and contracts are reviewed by outside counsel and updated as appropriate. We welcome feedback from our stakeholders on their content and appropriateness.

I would note that the fact that we have a privacy policy that identifies certain categories of information as entitled to special protection should not be confused as meaning we are routinely collecting such information from our employees as part of the employment process.

As stated above, we take our position as a leading workplace solutions provider seriously and will continue to operate in a manner that reflects this – treating all candidates with the utmost respect.

Richard Fischer
Managing Director, ManpowerGroup Australia, New Zealand & New Caledonia


18-10-16

Top ten hardest jobs to fill across New Zealand revealed
ManpowerGroup’s annual Talent Shortage Survey shows nearly half of employers are facing a talent shortage

NEW ZEALAND (18 OCTOBER 2016): ManpowerGroup today released its 11th annual Talent Shortage Survey, finding 46 per cent of New Zealand employers report difficulties filling job vacancies. While the talent shortage in New Zealand has eased six percentage points year-on-year, it still sits above the global average of 40 per cent.

Richard Fischer, Managing Director, ManpowerGroup ANZ, commented: "While the talent shortage in New Zealand has eased it is still extremely high, with almost half of all employers struggling to fill jobs. The latest GDP data revealed that 11 of the 16 GDP industries increased in the June 2016 quarter, which is likely to drive skills shortages at similar levels into next year."

The survey, of more than 650 employers across New Zealand, showed employers are having the most difficulty filling Skilled Trades, Engineers and Sales Representatives. It is the second consecutive year Skilled Trades has taken the top spot.

According to Mr Fischer, the construction boom in New Zealand is responsible for driving demand of these roles.

"The construction industry is still showing consistently strong demand from large infrastructure projects. Population growth has spurred residential construction, particularly in the main centres such as Auckland and Christchurch, resulting in a talent shortage in this industry," said Mr Fischer.

Jobs most in demand in 2016 in AustraliaJobs most in demand in 2015 in Australia
1. Skilled trades1. Skilled trades
2. Engineers2. Technicians
3. Sales Representatives 3. Engineers
4. Management/Executives4. Sales Representatives
5. Technicians5. IT Staff
6. Accounting and finance staff6. Accounting and Finance Staff
7. IT Staff7. Management/Executives
8. Doctors and Other Non-Nursing Health Professionals8. Office Support Staff
9. Office support staff9. Doctors and Other Non-Nursing Health Professionals
10. Sales Managers10. Driversf

Lack of available applicants (26%) was cited as the top reason employers were having difficulty filling jobs, followed by a lack of hard skills (24%) and lack of experience (22%). As such, it was unsurprising that the survey showed four out of five (80%) employers are choosing to train and develop existing employees to fill open positions.

Mr Fischer believes the results point to a new trend in recruiting that focuses on a candidate’s ability to adapt and learn.

"It's becoming more and more difficult for employers in New Zealand to find talent with the right skill set at the time they need them. Organisations have instead turned to upskilling current staff to fill the skills shortage, looking for candidates with the appropriate 'soft skills' and teaching the technical 'hard skills' later. If employers can't find the perfect fit, they seek the 'teachable fit' and invest in their employees.

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

Summary of global results (by region)

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


13-09-16

CONSTRUCTION BOOM KEEPS NEW ZEALAND EMPLOYMENT OUTLOOK POSITIVE
ManpowerGroup Employment Outlook Survey Q4 2016

NEW ZEALAND (13 SEPTEMBER 2016):

The latest ManpowerGroup Employment Outlook Survey, released today, has found New Zealand employers are entering the final quarter of 2016 anticipating reasonable job gains across all regions and most industries.

The survey of more than 650 local businesses found 19 per cent employers are poised to increase their headcount in the October to December timeframe, while the majority (75 per cent) indicate they would make no change to their current workforce.

The resulting national Net Employment Outlook (NEO) of +14% is up two percentage points from the third quarter of 2016 and year-on-year.

Richard Fischer, Managing Director, ManpowerGroup Australia and New Zealand, said the nation’s hiring intentions continued to increase despite some macro challenges for the economy.

"The overall hiring mood in New Zealand is positive despite some nervousness in various sectors. This positive outlook is underpinned mainly by the construction boom, particularly in the main centres of Auckland and Christchurch, while the dairy industry's sluggish run has seen a slight uplift with a recent improvement in wholesale milk prices that has alleviated some of the turmoil plaguing farmers over the past 12 months.

"It's encouraging to see we're maintaining overall strong employment levels and jobs growth in the face of concerning economic factors such as a continued lack of annual wage inflation, a record low official cash rate and a high New Zealand dollar exchange rate. However, this is offset by heartening recent labour market data that shows a drop in the unemployment rate and an increase in New Zealand's labour force to 1.5 per cent, the largest increase since December 2004," said Mr Fischer.

Employers in the majority of the industry sectors across the country are anticipating job growth in next the quarter. Opportunities within the Mining & Construction industry are expected to be the strongest, with employers reporting a NEO of +28%, up 12 percentage points from last quarter and increased by 13 percentage points year-on-year. A significant 28 per cent of employers in this sector are expecting to increase their headcount in the next three months. Employers in the Wholesale Trade & Retail Trade sector are also anticipating an upbeat hiring environment in the next three months, with the NEO of +18% represents an eight percentage points increase year-on-year.

“Construction continues to lead the way showing consistently strong demand. Residential construction in particular continues to surge with a further 18,000 new houses being built in Auckland. Record net migration figures of 67,619 in the last 12 months has fuelled population growth in this region and exacerbated the housing shortfall. As a result, the strong demand for candidates has resulted in a talent shortage, which is driving wage inflation in the market."

On the flipside, employers in the Transport and Utilities sector reported the fourth quarter’s weakest NEO of +9%, down four percentage points from last quarter, and a decrease of 15 percentage points year-on-year.

Meanwhile, employers in medium-sized businesses are expecting the strongest hiring environment in the October to December timeframe with 28 per cent of employers planning on increasing headcount, resulting in a NEO of +23%. On the other hand, 16 per cent of larger employers are planning on decreasing staff numbers, reporting a NEO of +18%, down three percentage points from last quarter.

"Medium sized businesses are also benefitting from the downstream effect of a rising housing market that is providing more buyer confidence in consumer goods. We're also seeing increased demand for digital expertise and talent in these businesses, as the need for cloud and improved user experience grows.

"Simultaneously, increased automation and digitisation are having a negative effect on large organisations. Efficiencies driven by technology are reducing their need for staff, putting downward pressure on hiring intentions," said Mr Fischer.

Regionally, employers in Auckland reported the strongest outlook, with an increase of three percentage points over the quarter, to a NEO of +16%, followed by those in Christchurch, who reported a NEO of +12%. In comparison, hiring intentions softened slightly in Wellington with employers reporting a NEO of +11%, down three percentage points from last quarter.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q4 2016 results

APAC Q$


14-06-16

New Zealand hiring intentions positive; talent shortage recognised in Manufacturing and Construction sectors
ManpowerGroup Employment Outlook Survey Q3 2016

NEW ZEALAND (14 June 2016): According to the latest ManpowerGroup Employment Outlook Survey released today, New Zealand’s hiring intentions remain upbeat and employers are anticipating reasonable job gains in the upcoming quarter across all regions and most industries, except for the Finance, Insurance and Real Estate sector, which reported its first negative forecast since the first quarter of 2012.

The survey of more than 650 local businesses found 15 per cent of employers look set to increase their headcount in the next three months, while the majority (80 per cent) of employers would make no change to their current workforce.

The resulting national Net Employment Outlook (NEO)1 of +12% is up three percentage points from the second quarter of 2016 and unchanged from the same time last year.

Richard Fischer, Managing Director ManpowerGroup Australia and New Zealand, said overall the employment market appears to be in reasonable health and continues to flag positive signs for the future.

"Despite annual wage inflation remaining subdued, we are seeing no evidence of a weakening labour market in New Zealand. Recent official data from Statistics New Zealand indicated unemployment rates are at their lowest since March 2009, and although the dairy industry is still turbulent and causing a drain on the economy, this is offset by strong employment and job growth in other sectors, which is continuing to support household spending. We believe these are signs that robust employment will continue throughout the year."

Speaking on the negative forecast reported for the Finance, Insurance and Real Estate sector, Mr Fischer said: "The financial services sector's NEO of -1%, down 23 percentage points year-on-year, comes as no surprise. We know this is a result of a combination of internal and external factors. A large number of organisations are undergoing major changes and this led to a hiring freeze in many instances as companies wait to settle under new structures before making decisions on team structures."

On the flipside, opportunities for job seekers are expected to be the strongest in the Mining & Construction and the Wholesale Trade & Retail Trade sectors, with employers in both reporting outlooks of +15%, up six percentage points and five percentage points, respectively.

"We’re seeing a spike in residential construction, with an additional 18,000 new homes being built in Auckland, and this surge is obviously having a tangible impact from an employment perspective, creating job opportunities in construction and related areas," added Mr. Fischer.

"With a growth in population by 33,700 over the last 12 months, this still leaves a shortfall of around 4,000 houses. This puts further emphasis on the need to source talent in this sector, which is a potential pain point for employers.

"The demand for construction candidates and skilled tradespeople accompanied by the lack of available supply is also driving wage inflation in the market," Mr Fischer said.

Across the main centres of Auckland, Wellington and Christchurch, the overall hiring mood is positive, with a slight increase quarter-on-quarter. Regionally, the strongest outlook is reported in Wellington, with an increase of four percentage points over the quarter, to a NEO of +14%. Over the past year, employers in Christchurch have experienced a slight drop in confidence, with the outlook dipping by four percentage points year-over-year to +8%.


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

Tag: @ManpowerGroupNZ @ManpowerNZ @ExperisNZ #MEOS #Employment

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC results

APAC


24-06-16

Work 'till I Die? Give Me a Break! Millennials are Training for Career Ultramarathons — They Plan to Retool and Refuel Along the Way>

NEW ZEALAND (24 May 2016) - ManpowerGroup (NYSE: MAN) – Millennials are set to run career ultramarathons and anticipate taking breaks along the way, according to a ManpowerGroup report out today. They prioritize job security and the opportunity for new challenges and types of work. Based on a global study of 19,000 Millennials from 25 countries, the report provides practical advice to help employers rethink their people practices for attracting, retaining and developing Millennial workers.

To view the full report, "Millennial Careers: 2020 Vision", visit www.manpowergroup.com/millennials.

"Employers need to listen up and get creative. They simply cannot afford not to appeal to Millennials," said Mara Swan, Executive Vice President, Global Strategy and Talent, ManpowerGroup and Global Brand Lead for Right Management. "Millennials want progression, but that doesn't have to mean promotion. We need new ways to motivate and engage employees, like facilitating on-the-job learning and helping people move around the organization to gain experience more easily. And what works for Millennials works for the rest of the workforce too."

This is the first in ManpowerGroup’s series of reports this year focused on Millennials in the workforce; the next report will cover new strategies for managing Millennials, again offering practical advice for attracting, retaining and developing tomorrow’s talent.


08-03-16

New Zealand employers expect a marginal increase in hiring activity heading into 2016; with the lower dollar comes new opportunities for growth
ManpowerGroup Employment Outlook Survey Q2 2016

AUSTRALIA (8 March 2016) - According to the most recent ManpowerGroup Employment Outlook Survey released today New Zealand employers’ hiring intentions remain upbeat heading into the new year.

The survey of more than 650 local employers found that while fifteen percent are looking to increase their headcount, fewer (4%) intend to decrease their workforce in the coming quarter. Meanwhile, the majority (79%) won’t be making any changes, suggesting that the next three months will provide a steady level of opportunities and a measure of labour market stability for job seekers and job holders alike. The resulting national Net Employment Outlook (NEO) of +13% is up one percentage point quarter-on-quarter, and down fourteen percentage points from this time last year.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand said the ‘rock star economy’ may have passed, but the local economy is still strong, buoyed by construction and exports.

“Business confidence is back up from the year low in August, and although the dairy industry is still turbulent the lower New Zealand dollar is boosting other export services. Beef exports have risen year-on-year, and technology continues to be a key export. The weaker dollar is also likely to impact on tourism trade, further adding to the economy’s strength and employment demand,” Mr Crawley said.

Across the regions, employers in Christchurch recorded the strongest hiring intention with a NEO of +18%, up ten percentage points quarter-on-quarter. Employers in Auckland and Wellington have both reported slight decreases in hiring intention heading into the new year, down three and two percentage points from last quarter to record NEOs of +11% and +10%, respectively.

“We know that tourism projections are spurring infrastructure activity in Christchurch, coupled with the ongoing rebuild activity in the area, it’s no surprise there is increased demand. In addition, Christchurch’s growth has been above national growth, with its share of GDP at a peak, employers will be looking to hire to meet the demand this growth creates,” Mr Crawley said.

Mining & Construction and Finance, Insurance & Real Estate currently offer the strongest prospects for job seekers, with employers in both sectors recording NEOs of +21%, up four and two percentage points quarter-on-quarter, respectively. Employers in Manufacturing and Public Administration reported a slight increase in hiring intention of two percentage points to record NEOs of +9% and 12%, respectively. While Services remained stable at +14%. Employers in Transport & Utilities and Wholesale Trade & Retail Trade were the only to record a decrease in hiring intention, down eight and six percentage points to +15% and +5%, respectively.

Small and Medium employers are the most positive heading into 2016, both recording a NEO of +20%, up one and ten percentage points on last quarter, respectively. Larger and Micro employers, while still positive, have reported drops in hiring intention over the same period, decreasing eleven and five percentage points to NEOs of +11% and +5%, respectively.

Table 1. Net Employment Outlook Comparison by Region
 Q2 2016Quarter-on-Quarter ChangeYear-on-Year Change
National+13%+1%-14%
Auckland+11%-3%-15%
Christchurch+18%+10%-6%
Wellington+10%-2%-18%

Table 2. Net Employment Outlook Comparison by Sector
 Q2 2016Quarter-on-Quarter ChangeYear-on-Year Change
Finance, Insurance & Real Estate+21%+2%-7%
Manufacturing+9%-2%-9%
Mining & Construction+21%+4%-21%
Public Administration+12%+2%-8%
Services+9%+14%-12%
Transportation & Utilities+15%-8%-16%
Wholesale Trade & Retail Trade+5%-6%-22%

Table 3. Net Employment Outlook Comparison by Organisation size
 Q2 2016Quarter-on-Quarter ChangeYear-on-Year Change
Micro (<10+5%-5%-8%
Small (10-49+20%+1%-9%
Medium (50-249+20%+10%-10%
Large (>250+11%-11%-15%

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


24-02-16

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

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

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

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

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

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

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

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

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


21-01-16

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

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

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

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

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

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


10-12-15

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

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

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

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

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


10-12-15

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

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

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

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

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

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


08-12-15

New Zealand employers expect a marginal increase in hiring activity heading into 2016; with the lower dollar comes new opportunities for growth
ManpowerGroup Employment Outlook Survey Q1 2016

NEW ZEALAND (8 December 2015): According to the most recent ManpowerGroup Employment Outlook Survey released today New Zealand employers’ hiring intentions remain upbeat heading into the new year.

The survey of more than 650 local employers found that while fifteen percent are looking to increase their headcount, fewer (4%) intend to decrease their workforce in the coming quarter. Meanwhile, the majority (79%) won’t be making any changes, suggesting that the next three months will provide a steady level of opportunities and a measure of labour market stability for job seekers and job holders alike. The resulting national Net Employment Outlook (NEO) of +13% is up one percentage point quarter-on-quarter, and down fourteen percentage points from this time last year.

Lincoln Crawley, Managing Director, ManpowerGroup Australia and New Zealand said the ‘rock star economy’ may have passed, but the local economy is still strong, buoyed by construction and exports.

“Business confidence is back up from the year low in August, and although the dairy industry is still turbulent the lower New Zealand dollar is boosting other export services. Beef exports have risen year-on-year, and technology continues to be a key export. The weaker dollar is also likely to impact on tourism trade, further adding to the economy’s strength and employment demand,” Mr Crawley said.

Across the regions, employers in Christchurch recorded the strongest hiring intention with a NEO of +18%, up ten percentage points quarter-on-quarter. Employers in Auckland and Wellington have both reported slight decreases in hiring intention heading into the new year, down three and two percentage points from last quarter to record NEOs of +11% and +10%, respectively.

“We know that tourism projections are spurring infrastructure activity in Christchurch, coupled with the ongoing rebuild activity in the area, it’s no surprise there is increased demand. In addition, Christchurch’s growth has been above national growth, with its share of GDP at a peak, employers will be looking to hire to meet the demand this growth creates,” Mr Crawley said.

Mining & Construction and Finance, Insurance & Real Estate currently offer the strongest prospects for job seekers, with employers in both sectors recording NEOs of +21%, up four and two percentage points quarter-on-quarter, respectively. Employers in Manufacturing and Public Administration reported a slight increase in hiring intention of two percentage points to record NEOs of +9% and 12%, respectively. While Services remained stable at +14%. Employers in Transport & Utilities and Wholesale Trade & Retail Trade were the only to record a decrease in hiring intention, down eight and six percentage points to +15% and +5%, respectively.

Small and Medium employers are the most positive heading into 2016, both recording a NEO of +20%, up one and ten percentage points on last quarter, respectively. Larger and Micro employers, while still positive, have reported drops in hiring intention over the same period, decreasing eleven and five percentage points to NEOs of +11% and +5%, respectively.

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q1 2016 results

APAC Q$


04-12-15

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

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

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

Findings:

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

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

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

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

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

- ### -

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

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

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


19-10-15

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

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

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

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

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

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

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

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

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

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


22-09-15

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

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

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

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

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

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

REGIONAL RANKINGS

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

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

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

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


08-09-15

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q4 2015 Results

APAC Q$


09-06-15

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

Table 4. APAC Q3 2015 Results

APAC Q3


01-06-15

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

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

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

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

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

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

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

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

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

- ENDS -


19-05-15

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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


15-04-15

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

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

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

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

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

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

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

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

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

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

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

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

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

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


10-03-15

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

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

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

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

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

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

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

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

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

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

Table 1. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

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

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

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

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

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

Table 2. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

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

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

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

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

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

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

Table 4. APAC Q2 2015 Results

APAC Q2


09-12-14

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

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

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

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

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

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

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

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

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

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

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

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

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

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size


03-12-14

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

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

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

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

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

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


29-10-14

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

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

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

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

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

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

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

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

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

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

Employment hotspots:

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

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

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


09-09-14

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size


02-08-14

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

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

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

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

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

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

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

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

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

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

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

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

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


10-06-14

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Table 1. Net Employment Outlook Comparison by Region

Net Employment Outlook Comparison by Region

Table 2. Net Employment Outlook Comparison by Sector

Net Employment Outlook Comparison by Sector

Table 3. Net Employment Outlook Comparison by Organisation size

Net Employment Outlook Comparison by Size

 


03-06-14

State of the market: Queensland resource and infrastructure employment update

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

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

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

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

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

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

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

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

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

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

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


29-05-14

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

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

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

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

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

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

2014 2013

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

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

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

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

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

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

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

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

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


Note to Editors

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


16-05-14

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

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

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

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

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

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

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

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

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

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

To download the paper, click here

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


14-05-14

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

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

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

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

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

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

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

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

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

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

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


08-05-14

Acquisition Expands ManpowerGroup’s Specialist Search Capability

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

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

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

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

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

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

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

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

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

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

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


11-03-14

New data shows hiring pace in Australia expected to pick up slightly in second quarter:
ManpowerGroup 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 ManpowerGroup 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:
ManpowerGroup Employment Outlook Survey Q1 2014

AUSTRALIA (10 December 2013): The latest ManpowerGroup 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:
ManpowerGroup Employment Outlook Survey Q4 2013

AUSTRALIA (September 10, 2013): The latest ManpowerGroup 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:
ManpowerGroup Employment Outlook Survey Q3 2013

AUSTRALIA (June 11, 2013): The latest ManpowerGroup 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:
ManpowerGroup Employment Outlook Survey Q2 2013

The latest ManpowerGroup 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

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

The latest ManpowerGroup 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:
ManpowerGroup Employment Outlook Survey

The ManpowerGroup 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:
ManpowerGroup Employment Outlook Survey

The ManpowerGroup 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 ManpowerGroup 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: ManpowerGroup Employment Outlook Survey

Australia: Research released today reveals the Australian employment market is holding firm despite high-profile job cut announcements, with the latest ManpowerGroup 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 ManpowerGroup 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 ManpowerGroup 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: ManpowerGroup 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 ManpowerGroup 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 ManpowerGroup 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 ManpowerGroup 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: ManpowerGroup 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 ManpowerGroup 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