Press Releases
As a leading provider in the employment services industry, Manpower has long been recognised for their expertise in many regions of the world. Manpower allows access to these insights, via its press releases for the Manpower Employment Outlook Survey and other general industry topics.
To discover the latest Press Releases from Manpower, see below:
11-03-14
New data shows employer hiring plans in New Zealand still on the rise:
ManpowerGroup advises companies to focus on their talent strategy
NEW ZEALAND (11 March 2014): Hiring in New Zealand is expected to continue its upward trajectory in the second quarter of the year, according to the latest results from the Manpower Employment Outlook Survey. Hiring intentions across the country have increased by 6 percentage points to a Net Employment Outlook of +27%.
The survey, which asks 650 New Zealand employers about their hiring plans for the coming quarter, has found that 33 per cent of employers plan to increase hiring in Q2 this year, 4 percent plan to decrease and 62 per cent will make no change. The resulting Outlook of +27% is the strongest reported by New Zealand's employers in nearly seven years.
"The Q2 results are aligned with a number of recent economic forecasts across NZ that demonstrate increasing business confidence across all major industries and geographies for 2014," said Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand said.
"The Christchurch rebuild has gained sustainable momentum. A number of major civil, residential and infrastructure projects are coming on line nationally and driving demand in. The Outlook in the Mining & Construction sector of +47% is our strongest on record," he said.
"In particular, ManpowerGroup highlighted that demand for structural, geotechnical engineers, commercial and residential construction project managers, quantity surveyors and all skilled trades is high," he added.
Mr Crawley said following a 16 month expansion in New Zealand's Manufacturing sector, demand for workers has started to ramp up.
"Despite the high NZ dollar and exchange rate with Australia, demand is high for construction materials, with future projections remaining positive in both domestic and international markets. This is driving an increasing need for high-skilled machine operators, trades and Research & Development engineers and specialists in the field," he said.
"As the demand for talent in NZ heats up, employers need to bring their talent strategy to the forefront of business planning," Mr Crawley suggested. "Employers need to start planning for the talent they will need in Q2 and Q3 this year now."
"Will talent be developed from within the organisations through increased focus on Learning and Development? Will they require more agility through the utilisation of pools of skilled contingent labour? Or will they require a strategy around global talent attraction?"
"Whatever the strategy, building a talent pipeline takes time and should be a key business focus in a talent short market," Mr Crawley said.
Across the regions, employers in Christchurch and Auckland reported an quarter-on-quarter increase in hiring intentions of 6 percentage points to a Net Employment Outlook of +27%. In Wellington, employers expect a slight rise in Outlook of 2 percentage points quarter-on-quarter to +24%.
Across the sectors, Mining and Construction employers expect to see a considerable increase in hiring. The Outlook of +47% represents an improvement of 19 percentage points in both a quarter-on-quarter and year-on-year comparison and is the most optimistic forecast reported by employers in the sector since New Zealand started the survey in 2004. Manufacturing hiring Outlook is expected to rise 13 percentage points to +25% quarter-on-quarter.
In Finance, Insurance and Real Estate, employers reported a 10 percentage increase from last quarter to an Outlook of +37%. Over the same period, Services and Transport and Utilities also both expect an increase hiring, with Outlook reported at +31% and +33% respectively.
Employers in Wholesale and Retail Trade expect a small drop in hiring intentions from last quarter, down 4 percentage points to +19%. In line with government cuts, Public Administration and Education hiring Outlook is expected to fall slightly to +12%.
Table 1. Net Employment Outlook Comparison by Region
Table 2. Net Employment Outlook Comparison by Sector
10-12-13
New data indicates hiring in New Zealand expected to pick up in first three months of 2014:
Manpower Employment Outlook Survey Q1 2014
NEW ZEALAND (10 December 2013): The latest Manpower Employment Outlook Survey results show hiring in New Zealand is excepted to pick up in 2014, with employers across the nation reporting a Net Employment Outlook of +21%.
The survey, which asks 650 New Zealand employers about their hiring plans for the coming quarter, found that 28 per cent of employers expect to increase hiring in Q1 next year, 9 per cent plan to decrease hiring, and 62 per cent plan on making no changes. This sees a 4 percentage point rise in the Net Employment Outlook to +21%-both quarter-over-quarter and year-over-year.
Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said the survey results reflect an expansion in the New Zealand market.
"New Zealand’s economic indicators have taken a markedly stronger tone over the course of 2013. However, this growth has not yet filtered through to all parts of the market and consistency in the demand for labour is lumpy."
"Although we are seeing increased positivity in the market, employers are still showing caution and hesitancy to increase permanent headcount while it is unclear exactly when overall business growth will peak."
"In Auckland and Christchurch, the mood in the employment market is optimistic with strong hiring intensions due to significant investment in infrastructure and new home building in both regions. This activity is now starting to translate into new jobs in construction, utilities and transport", he said.
"Mr Crawley warned that access to skills will be a major concern in 2014."
"The sheer volume of work that is expected next year will absorb most available labour in market, specifically highly skilled trade workers and engineers required for construction projects."
"New Zealand’s employment issues in the coming year will not simply be about the availability of labour, it will also be about that labour being work-ready. We’re concerned that the majority of the available labour does not hold the right skills to participate in the rebuild, which could ultimately hold up construction."
"We are encouraging all organisations to start planning for the talent they will need in the next 12 months; labour is already becoming scare in some regions, the unemployment rate in the Canterbury region was 4.2% in the quarter to September, with male unemployment sitting at 3.8%", Mr Crawley said.
Across the cities; the hiring outlook in Auckland improves 5 percentage points to a Net Employment Outlook of +21%, in Wellington employers indicated that hiring would increase by 7 percentage points to +21%. Employers in Christchurch expect a slight fall in hiring expectation, and the forecast of +20% reflects the inconsistent nature of demand in the area at the moment.
In the industry sectors, hiring in Wholesale and Retail Trade is expected to rise 8 percentage points to +23%, and employers in the Manufacturing sector reported an expected increase of 3 percentage points with the Outlook improving to +11%. Employers in the Services sector expect to increase their hiring outlook by 2 percentage points to a Net Employment Outlook of +24%.
In the Finance, Insurance and Real Estate sector employers’ hiring outlook is unchanged from the prior quarter and stands at an optimistic +25%.
Employers in Mining and Construction, and Transport and Utilities expect a slight fall in hiring, reporting Net Employment Outlooks of +26% and +22%, respectively, for the first three months of the year. The Public Administration and Education sector also expects a minor drop in hiring, as the Outlook declines 1 percentage point to +15%.
Mr Crawley said job seekers can expect conditions to improve next year.
"Currently, candidates are expressing frustration in understanding what the market is doing. There has been a lot of talk about growth which has been slow to flow through into jobs on the ground, however, these results suggest that employers may be growing more confident."
"The message is a positive one, with all indicators showing confidence returning to the job market in the first quarter of 2014", Mr Crawley said.
Table 1. Net Employment Outlook Comparison by Region
Table 2. Net Employment Outlook Comparison by sector
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
10-09-13
New data shows New Zealand’s hiring outlook softens,
yet stronger compared to international markets:
Manpower Employment Outlook Survey Q4 2013
NEW ZEALAND (September 10, 2013): The latest Manpower Employment Outlook Survey results reveal a moderate decrease in hiring intentions across New Zealand for quarter four 2013, following two quarters of marginally more optimistic results. Still, employers indicate the hiring pace is expected to remain stronger than most of the 42 countries and territories that participate in the quarterly research from ManpowerGroup.
The New Zealand Net Employment Outlook dropped five percentage points from last quarter to +17 per cent, a one percentage point drop year on year.
The survey, which measures nearly 650 New Zealand employers’ hiring intentions for the coming quarter, found that 27 per cent plan to increase hiring, 64 per cent plan to make no changes and just nine per cent plan to decrease hiring.
Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said sentiment remained upbeat despite the fall in outlook, and the business community was performing strongly especially when compared to global results. Australia for example, recorded a Net Employment Outlook of just +3 percentage points.
"There is still plenty of job growth and opportunity across New Zealand. On the ground we’re hearing that employers are positive about the market and overall growth opportunities for the coming quarter," Said Crawley.
"Similar to last quarter, increased activity in construction for the Christchurch rebuild and also in domestic housing and infrastructure developments in Auckland mean there is a growing need for workers.
"New Zealand has always engaged expert talent from overseas to fill important gaps in our workforce capabilities. ManpowerGroup is working with companies to bring in skilled labour from countries where hiring has dropped off, such as Australian construction workers where opportunities in the local market have softened," he said.
"A sustained level of activity in the real estate sector is also helping to generate confidence among business owners and fuel steady streams of hiring, which, in turn, creates further activity in the economy."
Breaking down the results across industry sectors, employers in Transportation & Utilities sector reported the largest fall in outlook; the forecast of +24% is a decline of 14 percentage points from last quarter. The Manufacturing sector has weakened with employer hiring sentiment falling eight percentage points to a Net Employment Outlook of +8%.
Employers across the Finance, Insurance and Real Estate; Wholesale Trade and Retail Trade; and Services showed caution, with Outlooks slipping six percentage points to +26 per cent; five percentage points to +14 per cent and four percentage points to +22 per cent, respectively.
On the flipside, the Mining & Construction forecast grew positively; employers reported a seven percentage point Outlook increase of +30 per cent. There was no change reported in Public Administration and Education, which maintained a Net Employment Outlook of +16%.
Looking across the country, employers in Christchurch reported a Net Employment Outlook of +22%, a three percentage points gain from quarter four. Employers in Auckland reported six percentage points drop, resulting in an Outlook of +16 per cent, while employers in Wellington reported 11 percentage points drop to +14 per cent.
Mr Crawley says there are jobs market hot-spots in emerging sectors such as technology, and this is helping to fuel positive growth in the broader employment market.
"New Zealand is experiencing a transformation of its growth model, with the emerging information technology and innovation sectors gaining weight in the labour market while some areas in traditional sectors, like manufacturing, weaken."
"We are seeing New Zealand‘s business conditions becoming more bullish and anticipate the unemployment rate will begin to fall next year as latent businesses follow the growth trends. Ultimately, we see this as a positive outlook for both business and job seekers," Mr Crawley said.
Table 1. Net Employment Outlook Comparison by Region
|
Q4 2013 |
Quarter-on-Quarter |
Year-on-year |
National |
+17% |
-5% |
-1% |
Auckland |
+16% |
-6% |
-1% |
Christchurch |
+22% |
+3% |
0% |
Wellington |
+14% |
-11% |
-2% |
Table 2. Net Employment Outlook Comparison by Sector
|
Q4 2013 |
Quarter-on-quarter |
Year-on-year |
National |
+17% |
-5% |
-1% |
Finance, Insurance & Real Estate |
+26% |
-6% |
+18% |
Manufacturing |
+8% |
-8% |
-8% |
Mining & |
+30% |
+7% |
-7% |
Public |
+16% |
0% |
5% |
Services |
+22% |
-4% |
+1% |
Transport & Utilities |
+22% |
-14% |
-3% |
Wholesale & Retail Trade |
+14% |
-5% |
+1% |
11-06-13
New Zealand's hiring outlook strengthens:
Manpower Employment Outlook Survey Q3 2013
NEW ZEALAND (11 June, 2013): The latest Manpower Employment Outlook Survey results show that the steady increase in hiring intentions in New Zealand will continue into the third quarter of 2013. Employers across the country report a strong Net Employment Outlook of +22%, up 2 percentage points from last quarter and 5 percentage points stronger year on year.
The quarterly forecast, which measures the hiring intentions of over 650 employers in New Zealand, found 28 per cent plan to increase hiring in quarter three, only seven per cent plan on decreasing hiring and 64 per cent will make no changes to their current work force. The resulting Net Employment Outlook of +22% indicates employers expect an active hiring pace in the next three months, with particularly bright prospects for job seekers in the Transportation & Utilities sector and the Finance, Insurance & Real Estate sector.
Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said there is a healthy demand for talent across the country.
"The NZ employment market continues to strengthen as commercial and residential construction pipelines in Auckland and Christchurch drive activity in most sectors in the country.
“There is a lot of activity in the housing market in both cities, which is driving job growth in real estate and construction. There are constant reports about the strength of the real estate market and organisations in the sector are continuing to hire, which is fuelling further activity," he said.
"New Zealand is really a two-horse race at the moment. In Auckland, the Unity plan is starting to take shape, and there has been a rezoning of areas to residential and planned infrastructure development. In Christchurch, the horizontal rebuild (roads and infrastructure) is now in place, allowing vertical rebuild planning to go ahead. The drop we observe in the Christchurch forecast is a reflection of this adjustment.
“There is still a short supply of retail and hospitality providers in Christchurch and there is growing demand to accommodate and feed the influx of workers for the rebuild."
The transport and logistics sector has seen significant growth, where demand for building materials in the different regions and the high NZ dollar have caused an increase in imports.
“New Zealand only has three ports, so the market is dependent on land transport of materials and products,” Mr Crawley said.
"Consumer confidence is high and the Budget release in May indicated that the government is on track to get the economy back to surplus next year. All this is positive news for employers and is driving optimism in the job market. The unemployment rate fell to 6.2% in quarter 1 and the target of 5.5 per cent by March 2015 is looking achievable."
Across the country, employers in Auckland reported a one percentage point increase in hiring intentions, to a Net Employment Outlook of +23%, while employers in Wellington reported an increase of five percentage points to an outlook of +26%. Employers in Christchurch report a Net Employment Outlook of +18%, down 11 percentage points from last quarter.
In a quarter on quarter comparison, employers in Finance, Insurance & Real Estate reported an increase in hiring intentions of seven percentage points, with an outlook of +33%. Employers in the Manufacturing sector reported an outlook of +17%, down three percentage points quarter on quarter. The Mining & Construction forecast fell five percentage points to +15%.
Employers in Public Administration and Education reported the largest fall among the sectors, dropping ten percentage points to an NEO of +15%.The Services sector rose five percentage points to an outlook of +27%, while Wholesale Trade and Retail fell to +19%, down two percentage points from last quarter.
Employers in the Transport & Utilities sector report a Net Employment Outlook of +39%, the strongest outlook reported in the sector in over nine years; this is being driven by huge demand for building and construction material across the country.
"Kiwis should be cheered by the positive news about the job market, as it not only means more employment opportunities, it reflects a general employer confidence that we just aren't seeing in other developed economies.
"At the same time, employers need to ensure they are planning ahead, because the downside of jobs growth is the possibility of skills shortages. Developing a robust workforce strategy is more important than ever," Mr Crawley said.
|
Q3 2013 |
Quarter-on-Quarter |
Year-on-year |
National |
+25% |
+2% |
+5% |
Auckland |
+23% |
+1% |
+7% |
Christchurch |
+18% |
-11% |
-8% |
Wellington |
+26% |
+5% |
+14% |
Table 1. Net Employment Outlook Comparison by Region
|
Q3 2013 |
Quarter-on-quarter |
Year-on-year |
National |
+22% |
+2% |
+5% |
Finance, Insurance & Real Estate |
+33% |
+7% |
+27% |
Mining & |
+22% |
-5% |
-8% |
Manufacturing |
+17% |
-3% |
+7% |
Wholesale & Retail Trade |
+19% |
-2% |
+7% |
Transport & Utilities |
+39% |
+10% |
+14% |
Public |
+15% |
-10% |
0 |
Services |
+27% |
+5% |
+5% |
Table 2. Net Employment Outlook Comparison by Sector
12-03-13
New Zealand’s hiring outlook picks up as Christchurch rebuild commences:
Manpower Employment Outlook Survey Q2 2013
The latest Manpower Employment Outlook Survey indicates hiring intentions in New Zealand will increase in the second quarter of 2013, as the commencement of construction in Christchurch buoys activity across most sectors.
The survey, which measures the hiring intentions for the coming quarter of over 650 employers, found that New Zealand employers are reporting a Net Employment Outlook of +21%. Thirty-one per cent of employers New Zealand plan to increase hiring in the April-June time frame, while 8 per cent plan to decrease hiring and 60 per cent plan on making no changes. The resulting Net Employment Outlook of +21% is an increase of three percentage points from last quarter.
Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said employers are beginning to see the flow-on effects of the rebuild.
"Now that construction has commenced in Christchurch, employers are more optimistic about the coming quarter, with the NEO for Christchurch alone climbing by 16 percentage points to +28%," said Mr Crawley.
"While hiring intentions in the country's Mining & Construction sector have dropped since last quarter, the stronger forecast previously reported was due to expectations that the rebuild would begin sooner. Now that construction has kicked off, employers have a more realistic idea of the resources they'll need and are able to provide more accurate workforce planning forecasts," he said.
Across the country, employers in Auckland reported a five percentage point increase in hiring intentions, to an NEO of +22%, while employers in Wellington reported an increase of two percentage points to an NEO of +20%.
By sector, employers in Finance, Insurance and Real Estate reported an increase in hiring intentions of four percentage points, with an NEO of +24%. The Manufacturing sector reported an outlook of +20%, up seven percentage points quarter on quarter. Meanwhile, Transport and Utilities employers expect hiring intentions to increase by four percentage points, to an NEO of +28%.
Employers in Wholesale and Retail Trade reported a strong increase in hiring intentions, with the NEO up 12 percentage points quarter on quarter to +20%. The strongest gains were in Public Administration and Education, with hiring intentions up 23 percentage points to +24%. The Services sector reported a moderate drop, down four percentage points to +21%.
Mr Crawley said that the employment outlook in New Zealand was strong.
"The New Zealand Treasury is expecting stronger economic growth in the coming year. Both the New Zealand Institute of Economic Research and ANZ Bank's Business Outlook Survey reported that businesses are more upbeat about the outlook for their own businesses, suggesting economy-wide growth should also be higher than usual," he said.
"These reports, coupled with the high New Zealand dollar are contributing to the positive hiring sentiment we're seeing in the latest ManpowerGroup Employment Outlook Survey results."
Net Employment Outlook Comparison - Region
|
Q2 2013 |
Quarter-on-Quarter |
Year-on-year |
National |
+21% |
+3% |
+3% |
Auckland |
+22% |
+5% |
+9% |
Christchurch |
+28% |
+16% |
+1% |
Wellington |
+20% |
+2% |
+0% |
Net Employment Outlook Comparison - Industry
|
Q2 2013 |
Quarter-on-quarter |
Year-on-year |
National |
+21% |
+3% |
+3% |
Finance, Insurance & Real Estate |
+24% |
+4% |
+6% |
Mining & |
+28% |
-8% |
+9% |
Manufacturing |
+20% |
+7% |
+13% |
Wholesale & Retail Trade |
+20% |
+12% |
+4% |
Transport & Utilities |
+28% |
+4% |
+2% |
Public |
+24% |
+23% |
+8% |
Services |
+21% |
-4% |
-2% |
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
08-02-13
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 New Zealand job market is running at multiple speeds," said Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand.
"We are seeing the Christchurch rebuild driving job growth in construction, transport and utilities, manufacturing and services. The rest of the market, untouched by the rebuild, is experiencing a lull with unemployment reaching 7.3 per cent last quarter. With some sectors experiencing skills shortages and others have predicting a decline in hiring, employers need to look agile workforce strategies that will adapt quickly to market changes."
"At the same time, contract 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 and market fluctuations," he said.
Below are ManpowerGroup’s 10 Principles for Building the Human Age Corporation, allowing companies to respond quickly to fluctuating market forces and outpace competitors:
Principles for Building the Human Age Corporation
| What we used to do . . . | What we should now do. . . |
| Rigid, long-term business models, strategies, plans | Create a set of core principles of execution which are flexible and adaptable to uncertainty |
| Siloed business and workforce strategies | Align workforce strategy to business goals |
| Segmentation of markets by geography | Segmentation of markets based on similarities, despite geography |
| Technology to help processes | Technology to drive growth and productivity |
| Society based vertical hierarchy structure | Develop a "community" based horizontal hierarchy system |
| Manage teams based on business goals alone | Develop augmented managers to play a wider role in developing growth, coaching teams and individuals |
| Leaders direct from the top in isolation | Leaders should work collaboratively to drive performance |
| Train individuals for the role they are currently in | Train individuals for the role they will likely take in the future |
| Find talent where the work is | Take work to where the talent is |
| Capitalism directs the company | Use Talentism to direct the company |
As the Human Age ecosystem continues to evolve, the forces shaping world of work trends are as follows:
- Redefining Market Segmentation: World economic power continues to shift considerably South and East, with 70% of gross domestic product (GDP) growth between now and 2020 projected to come from emerging markets. The resegmentation of society is also evident in new "bubbles" of society, with socio-economic classes increasingly varied as individuals now easily bond over common ideas, ideologies and opinions across borders via media and technology. Companies need to consider how "bubblization" has weakened traditional socio-economic classes and leverage social frameworks to drive results from their people.
- Economic Evolution - Materialization of Great Inversions: The global skills mismatch is inspiring the emergence of a second economy, as jobs have been lost more via technological progress than by delocalization. Stemming from this is a third economy where this loss of jobs results in a need for new skills. For example, production line jobs may be lost to automated alternatives but this may, in turn, create increased demand for technicians to design and service machines. Companies will be challenged to plan for these shifts and ensure their talent pipeline is prepared to cope with the different skills required.
- Technological Evolution - Shifting Sands Accelerate: Technology continues to be a major agent of change in terms of economy, society, culture and work, presenting myriad opportunities and scope to transform current work models. For example, personalized apps that allow employers to communicate tailored information to individual employees could revolutionize employee engagement, bringing employees together and allowing them to interact more widely across large organizations.
- Certain Uncertainty: Periods of chronic uncertainty demand concerted action, based on strong fundamental principles to lead by. Yet governments, individuals and companies often react defensively and irrationally to uncertainty or are simply paralyzed by it. As a result, employee engagement can drop off and with it productivity will as well. As companies struggle to adapt to the Human Age and the Gordian Knot of forces creating such uncertainty, companies will require new leadership models, people practices, talent sources and also develop their internal systems, culture, engagement and training.
"Leading in the Human Age: Why An Era of Certain Uncertainty Requires New Approaches to the World of Work," is available for download at: http://manpowergroup.com/research/research.cfm
11-12-12
Hiring outlook favourable for the New Year:
Manpower Employment Outlook Survey
The latest Manpower Employment Outlook Survey results indicate hiring intentions in New Zealand will remain upbeat in the New Year, with employers reporting a Net Employment Outlook (NEO) of +16%.
The survey, which measures over 600 employers hiring intentions for the coming quarter, found that 25 per cent of employers New Zealand plan to increase hiring for the first quarter of next year, while 10 per cent plan to decrease hiring and two-thirds (64%) plan on making no changes. The resulting NEO of +16% represents a drop of two percentage points from last quarter, however, it is favourable compared with international markets, many of which have dropped to around +10% (Australia: +8%, U.K: +3% and the U.S.A: +11%).
Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said that while the latest unemployment rate increased to 7.3%, New Zealand businesses still face critical skill shortages in key industries and sectors.
He noted that the rebuild is having a flow-on effect to most of the regions and industries across the country.
"On top of the direct influence the rebuild is having on job growth in construction, employers in the Transport & Utilities, Manufacturing, and Services sectors in Auckland and Wellington are seeing a good pipeline of jobs from the flow-on work of the rebuild, as goods and services are being manufactured for supply to Christchurch."
Mr Crawley said the rebuild has taken longer to kickstart economic growth than originally expected.
“There are three prongs to the construction activity going on Christchurch. There is the horizontal rebuild - such as roads and pipes. There are repairs to residential homes, and then we have the vertical rebuild of towers and offices. They are all moving at different paces, and for the most part, slower than expected," he said.
"The horizontal rebuild began to ramp up in the last quarter, with government spending in the area doubling in November.
"The residential repairs have moved slower than expected but are underway, and, the vertical rebuild, which is still yet to start. We are hearing predictions that the peak of construction will now not hit until the quarter three next year," Mr Crawley said.
In Christchurch, the stalling rebuild has taken its toll on local employers, causing them to contract hiring intentions for the New Year, where employers indicated a drop in hiring intentions of 10 percentage points, falling to an NEO of +13%.
Employers in Auckland reported a minimal drop of one percentage point, to an NEO in line with the national result of +16%, while employers in Wellington reported an increase of two percentage points to an NEO of +17%. This is the first time since mid-2011 that employers in Christchurch reported a lower hiring outlook than employers in Auckland and Wellington.
The Mining and Construction sector remains the powerhouse in the NZ job market, dropping two percentage points, but still extremely strong with an NEO +36%.
Mr Crawley said construction employers are competing for skilled workers for rebuild projects, but also to fix the "leaky homes" crisis across the country.
The Finance, Insurance and Real Estate sector continues to be volatile, with hiring intentions rising 11 percentage points to an NEO of +19%.
The Services sector increased hiring outlook by three percentage points to an NEO of +25%, while the Transport and Utilities sector fell by four percentage points quarter on quarter, to an NEO +23%. Both of these sectors have been steady throughout 2012, and look to remain so.
Growing Government concern about the increasing costs of the rebuild has led to spending cuts resulting in a paring back in the Public Administration and Education sector, where employers reported a drop of eight percentage points in hiring outlook to an NEO of +2%.
The Manufacturing sector took a moderate hit, with employers reporting an NEO of +12%, falling five percentage points from last quarter. The Wholesale Trade and Retail trade also dropped slightly, down four percentage points quarter-on-quarter to an NEO of +7%.
Mr Crawley said employers need to be aware that there won't be a flood of new candidates to the market in 2013, with the trend of Kiwis moving overseas only exasperating the problem.
"Most organisations need to look for ways to engage and retain top talent. 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 one in four employers is planning to increase hiring in the New Year. There are still industries hiring and pockets of demand and job seekers should set their sight on those areas," he said.
Net Employment Outlook Comparison - Region
| Q1 2013 | Quarter-on-Quarter change | Year-on-year change | |
| National | 16% |
-2% |
0% |
| Auckland | 16% |
-1% |
-1% |
| Christchurch | 13% |
-10% |
-16% |
| Wellington | 17% |
2% |
14% |
Net Employment Outlook Comparison - Industry
| Q1 2013 | Quarter-on-quarter change | Year-on-year change | |
| National | 16% |
-2% |
0% |
| Finance, Insurance & Real Estate | 19% |
11% |
26% |
| Mining & Construction | 36% |
-2% |
24% |
| Manufacturing | 12% |
-5% |
-3% |
| Wholesale & Retail Trade | 7% |
-4% |
-12% |
| Transport & Utilities | 23% |
-4% |
1% |
| Public Admin / Education | 2% |
-8% |
-5% |
| Services | 25% |
3% |
0% |
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
Employer confidence in New Zealand remains upbeat:
Manpower Employment Outlook Survey
New Zealand - The results of the Manpower Employment Outlook Survey released today show that employer confidence in New Zealand will remain upbeat for the remainder of 2012, with a Net Employment Outlook of +18%, led by a surge in Mining and Construction sector job prospects.
The survey of over 650 employers in New Zealand found that 27 per cent of employers expect to increase hiring, while 8 per cent plan to decrease hiring. Once adjusted to remove seasonal variations in the data, the country's Net Employment Outlook is +18%. The Outlook is unchanged quarter-over-quarter, but declines by a moderate margin year-over-year.
Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said that the recent announcement of the Christchurch rebuild blueprint is driving some of this optimism.
"The anticipated increase in construction work is reflected in the sector's Net Employment Outlook of +39%, which is up by nine percentage points from the previous quarter and the strongest fourth-quarter Outlook for the sector since the survey began in 2004.
"The announcement of the rebuild blueprint is leading to a surge in construction activity, as employers in this sector finalise their plans and begin work. We expect to see greater demand for roles such as project managers, construction and site managers, and quantity surveyors," he said.
The Manpower Employment Outlook Survey found that job prospects improve or remain relatively stable in most sectors of the NZ economy:
- Employers in the Transportation and Utilities sector continue to anticipate an active fourth-quarter hiring pace with an Outlook that stands at +27%, up nine percentage points when compared with the fourth quarter of 2011.
- In the Manufacturing sector, the Outlook jumped 8 percentage points quarter over-quarter to +17%.
- Meanwhile, the Outlook for the Finance, Insurance & Real Estate sector declined 9 percentage points year-over-year to +8%, although hiring plans are relatively stable quarter-over-quarter.
- Employer optimism fell slightly in Public Administration/Education; down four percentage points quarter-over-quarter to +12%.
- Hiring intentions remained relatively stable in the Services, and Wholesale Trade & Retail Trade sectors when compared quarter-over-quarter.
Looking at the regions, employers in Christchurch report the strongest fourth-quarter hiring intentions with a solid Outlook of +24%. Wellington employers reported the strongest jump in hiring intentions, up four percentage points quarter-over-quarter to +16%. Compared to last quarter, the Outlook for Auckland was up two percentage points to +18%.
Mr. Crawley said it was unsurprising that Christchurch has the strongest jobs outlook.
"An estimated 36,000 additional workers will be required at the height of the Christchurch rebuild, so job seekers looking for roles in construction, engineering or trades should consider relocating and retraining where necessary to ensure they have the required skills to fill these roles," said Mr. Crawley.
"ManpowerGroup’s online job portal, Rebuild Our City, allows those looking for roles to register their interest and begin their job search," he said.
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."
12 June 2012
Steady hiring pace expected to continue in New Zealand for Q3 2012: Manpower Employment Outlook Survey
The results of the Manpower Employment Outlook Survey released today reveal that Kiwi employers expect the hiring pace to remain steady for the coming quarter. The Net Employment Outlook of +17% is relatively stable when compared to the previous quarter and the same period last year, and indicates that prospects for job seekers will remain upbeat for the next three months. Opportunities for job seekers are expected to be strongest in the Mining & Construction sector in the quarter ahead.
The survey of over 650 employers in New Zealand found that 25 per cent of employers expect to increase hiring, while 9 per cent of employers plan to trim payrolls. Once adjusted to remove seasonal variations in the data, the country's Net Employment Outlook is +17%.
According to Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, Kiwi employers are in a holding pattern while they wait for expected growth from rebuilding projects in Christchurch, the vast majority of which still remain in the planning stages.
"In May, the New Zealand dollar fell to its lowest point in three months and the unemployment rate jumped to 6.7, signalling a slowdown that is making employers more cautious in the near term. Despite this, employers are quietly confident, with the impending rebuild fuelling optimism, particularly in the Mining & Construction and Transport & Utilities sectors," said Mr. Crawley.
Mr. Crawley has emphasised that planning for the rebuild is going to be crucial, as the estimated need for workers will outstrip the available supply of workers currently in Christchurch.
"Employers waiting for the rebuild to begin should use this time effectively in order to ensure they have the talent strategies in place that will let them respond quickly once these projects take off. Without this, the rebuild may turn to 'organised chaos,' as employers struggle to recruit the workers needed to complete the rebuild effectively - particularly engineers and skilled trades workers," said Mr. Crawley.
"We are predicting a huge influx of fly-in/fly-out workers to the region as a way to fulfil recruitment needs. This workforce strategy is common for places such as remote Australian mining towns, but unusual in the New Zealand market. However, an influx of temporary workers can be complex to manage and New Zealand should plan ahead for how they accommodate and integrate these workers."
In a sector-by-sector breakdown, employer optimism fell considerably in the Finance, Insurance & Real Estate sector. The Net Employment Outlook dropped 10 percentage points quarter-over-quarter and now stands at a conservative +8%. Hiring intentions in this sector have fluctuated dramatically in the past several quarters due to the uncertainty caused by ongoing instability in the global marketplace. Employers in Mining & Construction sector report the strongest hiring intentions, buoyed by the anticipated demand in advance of the Christchurch rebuild efforts. The Net Employment Outlook stands at a solid +29% and is up 11 percentage points from last quarter.
The Transport and Utilities sector forecast remained strong, with employers reporting a Net Employment Outlook of +27%, while third-quarter Outlooks remained relatively stable when compared with last quarter in the Manufacturing, Public Administration and Services sectors.
Not surprisingly among the regions, employers in Christchurch reported the strongest hiring intentions with a Net Employment Outlook of +26%, while employers in Auckland and Wellington are a bit less optimistic, reporting Net Employment Outlooks of +16% and +12%, respectively.
"Employers may not have a clear view of what challenges lie ahead of them, but what they can do now is focus on building the capability of their existing workforce and look to source the talent that will be the right fit for these upcoming opportunities," Mr. Crawley said.
"The message is one of reassurance for job seekers, as employers remain positive in spite of flagging economic indicators. The rebuild is a great opportunity for anyone who wants to get involved, Job seekers who are interested should visit Manpower's "Rebuild Our City" portal (http://manpower.co.nz/rebuildourcity/) as a starting point for their job search."
Net Employment Outlook Comparison - Industry
|
Q3 2011 |
Quarter-on-quarter |
Year-on-year |
National |
+17% |
0% |
-1% |
Finance, Insurance & Real Estate |
+8% |
-10% |
-12% |
Mining & Construction |
+29% |
+11% |
-10% |
Manufacturing |
+7% |
0% |
-15% |
Transport & Utilities |
+27% |
-1% |
+6% |
Public |
+16% |
-1% |
+10% |
Services |
+22% |
+1% |
-1% |
Wholesale & Retail Trade |
+13% |
-4% |
+2% |
Net Employment Outlook Comparison - Region
|
Q3 2011 |
Quarter-on-quarter |
Year-on-year |
National |
+17% |
0% |
-1% |
Auckland |
+16% |
+2% |
-4% |
Christchurch |
+26% |
-1% |
+4% |
Wellington |
+12% |
-6% |
-2% |
29/05/2012
Annual survey reveals nearly one in two New Zealand employers struggle to fill jobs
Engineers, Sales Representatives and Skilled Trade roles hardest to fill
New Zealand (29 MAY 2012) - ManpowerGroup today released the results of its seventh annual Talent Shortage Survey, revealing 48% of employers in New Zealand are experiencing difficulty filling key positions within their organisations.
The survey results show that almost half of the employers in New Zealand are finding it difficult to fill job vacancies, up 11 percentage points from last year. The results sit well above the global average of 34 per cent and have moved passed the Asia-Pacific average of 45 per cent. New Zealand is now ranked eighth out of 41 countries for talent shortages.
The jobs employers have most difficulty filling are Engineers, Sales Representatives, and Skilled Trades.
According to Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, skill shortages are only going to get worse with the Christchurch rebuild set to take off this year.
"The rebuild is going to put a huge amount of pressure on the local labour market, with the estimated need for workers outstripping the available local talent pool.
"The problem is that the skills gaps in New Zealand are very similar to the rest of the world - engineers and skilled tradespeople are in demand everywhere, so competition from the international market is also a factor," Mr Crawley said.
The difficulty of finding IT staff has also increased - moving up three ranks - as the National Broadband Network is rolled out around the country.
"Employers who continue to struggle with skills shortages may need to review their job criteria and look for a 'teachable fit' - that is, candidates who meet most criteria but need further training in other areas; or consider "unbundling" job roles so that highly skilled employees only undertake technical tasks."
"With fields such as engineering, IT and skilled trades set to boom in the coming years, encouraging local uptake into these industry should be a top focus for policy makers, educators and employers."
| Jobs most in demand in 2011 in New Zealand 1. Engineers 2. Sales Representatives 3. Technicians 4. Skilled Trades 5. Management Executive (Management/Corporate) 6. Accounting & Finance staff 7. IT Staff 8. Secretaries, Pas, Office Support staff 9. Customer Service representatives & Customer Support 10. Chefs/Cooks |
Jobs most in demand in 2012 in New Zealand 1. Engineers 2. Sales Representatives 3. Skilled Trades 4. IT Staff 5.Technicians 6. Accounting & Finance Staff 7. Management/Executives (Management/Corporate) 8. Chefs/Cooks 9. Marketing/Public Relations/ Communications Staff 10. Drivers |
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
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 New Zealanders are almost four times more likely to be unemployed than the rest of the community. The youth unemployment rate (15-19 years) was 24.2 per cent in the December 2011 quarter compared to the national rate of 6.5 per cent.
A new insight paper by ManpowerGroup, "Wanted: Energised, Career-Driven Youth", outlines how young people are bearing the brunt of global economic instability.
Lincoln Crawley, Managing Director ManpowerGroup Australia and New Zealand, said, “Many young people are employed in lower-skilled, casual and part-time roles - particularly in the retail sector. When the economy slows, these are often the first jobs to go," he said.
ManpowerGroup points out that youth unemployment is not simply a social issue, but a business challenge.
"The rationale for getting more young people into the workforce is simple: businesses need to source, manage, and create talent for the long term, and with an ageing population, young people are a crucial part of this talent pool.
"Young people who are given access to learning opportunities and who can cultivate job skills will thrive in the labour market and contribute to employers. Ultimately, business has a vested interest in ensuring Australia's youth are appropriately skilled and able to contribute to the economy," Mr Crawley said.
The paper explains why young people face barriers to building their 'employability'.
"Young people often enter the labour market with a lack of skills, experience and credentials relevant to the workplace, and haven’t had access to resources that might help inform their career choices," Mr Crawley said.
The insight paper suggests a number of business-driven solutions to the youth employment challenge:
- Participation in career guidance programs for youth still in school: Employers should partner with schools and other vocational institutions to improve the quality and delivery of career services for young people, who are making important decisions about their future.
- Promote a more positive image for vocational education: ManpowerGroup's Talent Shortage Surveys consistently identify technicians and skilled trades positions as hard-to-fill, and the Christchurch rebuild will continue to drive demand for these roles. Young people, especially those in danger of dropping out of school, need to understand the high demand that exists, and the competitive salaries available.
- Create and engage with programs that build young people's work experience: Young people need to acquire experience that demonstrates to employers their capability in applying skills to business tasks. Internships, project work and short-term temporary work are superior alternatives to an extended period of unemployment.
- Investments to address a shortage of career-oriented, entry-level jobs: An important strategy for expanding the number of available jobs is to expand the number of job creators. Promotion of youth entrepreneurship can directly impact potential young business-starters themselves, as well as their peers and communities.
Mr Crawley emphasised the importance of flexibility when developing hiring strategies.
"In today's talent-short market, it is unlikely companies will find the perfect candidate, so employers should be looking to take on candidates who are a "teachable fit", and investing in training and support to get them over the line. This is true for all talent sourcing, whether you are looking at taking on young workers straight out of school or older workers looking for a career change."
In New Zealand, ManpowerGroup partners with local councils to identify and work with unemployed youth, providing them with career guidance and practical information about job seeking.
"The key here is a strong collaboration 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
New Zealand hiring holds firm for Q2 2012:
Manpower Employment Outlook Survey
New Zealand - Research released today reveals the New Zealand employment market is holding firm, with results from the latest Manpower Employment Outlook Survey showing the Net Employment Outlook (NEO) is +17% for the second quarter of 2012. The Net Employment Outlook remains relatively stable in comparison to the previous quarter and the same period last year.
The survey, which measures hiring intentions for the coming quarter, revealed 25 per cent of New Zealand employers expect to increase employee numbers, while only 7 per cent plan to decrease. Over two-thirds of employers indicated no plans to change hiring patterns.
Managing Director of ManpowerGroup Australia and New Zealand, Lincoln Crawley, said, "The New Zealand employment market is looking for some positive news to help spur business confidence, so it's great to see the job market remain steady over time - even though some sectors are feeling the pressure of renewed marketplace uncertainties."
The results are also strong in comparison to other countries: the Australian market remained at a steady +13%, the U.S. Outlook rose 1 percentage point from the first quarter of this year to +10%, and the U.K showed little sign of recovery, rising 2 percentage points from the previous quarter to +2%.
In an industry breakdown, employer optimism improved sharply in the Finance, Insurance and Real Estate sector; following the disappointing first-quarter forecast, the Net Employment Outlook rebounded 26 percentage points and now stands at an upbeat +19%, 8 percentage points stronger than this time last year. Similarly, the Outlook improved notably from three months ago in Transport & Utilities, where employers reported the strongest outlook of all the industry sectors.
Employers in the Mining & Construction sector anticipated strong growth over the next three months, with the Net Employment Outlook improving 7 percentage points quarter-over-quarter to +16%. Employer hiring intentions in the Public Administration & Education sector were also considerably stronger, rising 12 percentage points quarter-over-quarter to +17%.
Mr. Crawley attributed some of the growth to New Zealand's fast-growing professional sector, suggesting the nation’s position as an international business competitor is gaining traction in foreign markets.
"While employers are feeling the strain of the global market turmoil, those in the Finance, Insurance and Real Estate sector experienced positive growth. The nation needs to continue working on its position as a business hub to secure international opportunities, and a strong employment forecast in this area has great potential to attract skilled professionals from overseas."
Meanwhile, the hiring pace in the Manufacturing sector is expected to decline moderately from the previous quarter and the same period last year and now stands at a modest+7%.
Mr. Crawley said, "The latest Manpower Employment Outlook Survey results reflect reports from other labour market indicators that conditions are gradually improving. The unemployment rate is expected to continue its downward trend, and the flow-on effects of the Christchurch rebuild are expected to create continued opportunities in the labour market."
"Job seekers who are struggling to find work should explore industries where the Outlook is positive, and be willing to learn new skills and adapt to a new environment," added Mr. Crawley.
Mr. Crawley points out that as the rebuild in Christchurch gains momentum, strong jobs growth is forecast for the Canterbury region.
"It has been estimated that an additional 36,000 workers will be required by the time of peak reconstruction, and ManpowerGroup has set up an online portal to help attract workers to Christchurch. The 'Rebuild Our City' portal aims to engage and attract the talent that will be needed, and provide a starting point for their job search," he said.
Mr. Crawley invites anyone keen to play a part in the rebuild of Christchurch to register their interest on the site - http://manpower.co.nz/rebuildourcity/
02/03/2012
ManpowerGroup calls on workers to 'rebuild our city'
2nd 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 Publishes "How To Navigate the Human Age" at 2012 World Economic Forum Annual Meeting in Davos
New Thought Leadership Clarifies Impact of Converging Macro-Economic Future Forces and World Crises
DAVOS, Switzerland (25 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 marketshare 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 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.
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, used to identify and cross-train 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
New Zealand employer hiring confidence declines slightly for Q1 2012: ManpowerGroup
Survey of over 650 New Zealand employers shows significant drops in hiring confidence across Finance, Insurance & Real Estate, Manufacturing and Mining & Construction industry sectors
New Zealand - New Zealand employers have come back down to earth after the hype of the Rugby World Cup, as hiring intentions soften for the first quarter of 2012, according to the latest Manpower Employment Outlook Survey.
Once adjusted for seasonal variations, the country’s Net Employment Outlook has decreased by three percentage points quarter-over-quarter and is on par with the outlook for this time last year, at +18%.*
Managing Director of ManpowerGroup Australia and New Zealand, Lincoln Crawley, said the fluctuations in the New Zealand employment market look set to continue in 2012.
"Employers in New Zealand are holding out for good news. They want to grow, but there isn't enough confidence in the market for them to make a decided move," said Mr Crawley.
"The drop in hiring intentions is partly a correction in the market after the hype of World Cup fever, which inflated optimism for the last quarter of 2011, and can also be attributed to the renewed threat of a double dip recession, as market woes in Europe continue to weigh on employer confidence." added Mr. Crawley.
Some New Zealand industry sectors are feeling the brunt of renewed global market uncertainty more than others. Employers in Manufacturing report a significant drop in hiring intentions, down 20 percentage points from Quarter 4 2011 to +14%.
Meanwhile, Mining & Construction sector employers continue to scale back hiring plans, with the Outlook dropping 21 percentage points to +9%. In Finance, Insurance & Real Estate, employers report negative hiring intention for the first time since mid-2009, with a Net Employment Outlook down 18 percentage points from Q4 2011 to -3%.
"Manufacturers in New Zealand have been at the whim of a fluctuating New Zealand dollar, with reports that the unexpectedly high kiwi dollar has cost exporters over $6 billion in the past two years. This is clearly taking its toll on hiring expectations," said Mr. Crawley.
"In a similar vein, employers in Finance, Insurance & Real Estate are feeling the effects of global market turmoil. Hiring and growth simply can’t take place in such unstable conditions," Added Mr. Crawley, "One of the biggest risks employers face is losing top talent overseas if they determine that the New Zealand employment market is simply too unstable to bring new talent on board.
"However, while we've seen fluctuations in the New Zealand employment market over the past year, it is important to remember that the rest of the world has been experiencing even more market turbulence. New Zealand still has one of the most stable propositions for workers in the world. And we should be making the most of that," said Mr. Crawley.
Mr. Crawley renewed his call for a national taskforce to be set up to address the outflow of workers from New Zealand, with government, industry, immigration and education representatives working together.
"New Zealand needs a holistic, national workforce plan that takes a long term view of the skills we have, the skills we need and where the gaps are. Training up our current workforce and using strategic, targeted global talent solutions will play a role in creating a sustainable national workforce that can lead us into the future," he said.
21/11/2011
Employers in New Zealand Rely on Talent from UK, South Africa and India to Fill Vacancies
ManpowerGroup Offers Borderless Workforce Solutions to World's Talent Mismatch Dilemma
Christchurch (21 November 2011) - ManpowerGroup New Zealand's new 2011 Borderless Workforce research has found that 39 per cent of employers in New Zealand look outside the country's borders to address skills shortages, with foreign talent most important in 'engineers', ‘technicians' and 'skilled manual trade' job categories, and primarily coming from the UK, South Africa and India.
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:
- 43% of employers are concerned about the impact on the labour market from talent leaving New Zealand to work in another country.
- Further, 68%of employers believe government and business are not doing enough to slow the outward migration of talent and attract these people back to New Zealand.
- Employers from New Zealand who look abroad to help solve talent shortages indicate the biggest obstacles they encounter when recruiting foreign workers are visa and legal requirements (25%).
- New Zealand employers named Australia (39%) and )the United Kingdom (16%) as the countries they believe provide the biggest threat to New Zealand's ability to compete economically.
According to ManpowerGroup Australia & New Zealand's Managing Director, Lincoln Crawley, the world's borderless workforce - the migration of talent across and within national boundaries - is growing rapidly in size.
"Employers need to take a sophisticated approach to managing their talent supply and demand challenges, 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.
"Kiwi employers have grave concerns about losing valuable, talented workers to overseas opportunities. And the problem is, the skills gaps in New Zealand are very similar to the rest of the world - engineers and skilled tradespeople are in demand everywhere," said Mr Crawley.
"To remain competitive, employers need to fight fire with fire, creating a global talent strategy of their own to attract foreign workers and fill their skills gaps."
ManpowerGroup's new Insight paper, "Borderless Solutions to Today's Talent Mismatch," is available at www.manpowergroup.co.nz/research.cfm, 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 New Zealand illustrates how to improve talent retention by defining success upfront
New Zealand (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."
"New Zealand has a multi-speed economy right now, with different industries and regions working at 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 New Zealand, 44 per cent of local employers reported experiencing difficulty filling critical positions in 2011. In a new reality of doing more with less, employers can afford to hold out for the right candidate; meanwhile, available candidates simply lack the right qualifications.
To guide individuals in the process of hunting for a job and planning a career, ManpowerGroup recommends they develop an "Employability Profile" to supplement their traditional resumes or CVs.
Tips for individuals in creating an "Employability Profile"
- Don't be afraid to sell yourself. This employability profile serves as a sort of sales tool, enhancing individuals‘ saleability by featuring the critical hard skills and competencies that employers are seeking but also the soft skills you can bring to role.
- Clearly communicate the value you can bring to an employer. Don't just list your previous experience, identify the skills you've developed from those experiences and highlight how those skills can help the potential employer overcome the challenges they face.
- Demonstrate how you are enhancing and building your skill sets through proactive training and education. Individuals have a prime opportunity and in today's age, a responsibility- to continuously upgrade their skill sets.
Tips for employers in employing compatible candidates
Employers are responsible for ensuring a candidate is compatable with an organisation by examining:
- what makes a job seeker tick, including their values
- a job seekers‘ potential for leadership in the future
- the diversity of a job seekers‘ skill sets and ability to execute a range of responsibilities.
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."
13/09/11
New Zealand’s national pride and optimism flow through to employment market: Manpower Employment Outlook Survey
Survey of over 650 New Zealand employers shows positive impact of Rugby World Cup and new lease on life for Christchurch
New Zealand - New Zealand employers have bucked a global downward trend for hiring intentions in the fourth quarter of 2011, reporting employer optimism unseen for nearly four years, according to the latest Manpower Employment Outlook Survey.
In New Zealand, 29 per cent of employers expect to increase hiring (up from 26 per cent last quarter), while the number of employers planning to decrease hiring is at 6 per cent (down from 9 per cent in Q3). Once adjusted to remove seasonal variations in the data, the country’s Net Employment Outlook has increased four percentage points quarter-over-quarter and eight percentage points year-on-year to +23%.*
Lincoln Crawley, Managing Director of ManpowerGroup Australia and New Zealand, said local employers were riding a wave of enthusiasm triggered by the Rugby World Cup.
“The Rugby World Cup is a major driver of employment optimism for the fourth quarter, with New Zealand expected to deliver something very special to the rest of the world. The benefits and flow-on effects of the event are creating positive expectations among many New Zealand employers, particularly in manufacturing and hospitality,” said Mr. Crawley.
Across New Zealand industry sectors, employers in Manufacturing and Services (including hospitality) have indicated the most optimistic hiring intentions for the final three months of the year, with the Net Employment Outlook for the sectors sitting at +33% for Manufacturing (up from +24% last quarter) and +30% for Services (up from +23% in Q3).
Meanwhile, hiring intentions in the Mining & Construction sector have fallen from the unusually strong level seen last quarter (+42%), to a more typical - but still very optimistic - +31% as demand for natural resources remains high.
Mr. Crawley says the Christchurch rebuild has driven much of the construction demand this year, but while that demand is still high, there is now a desire among employers to “brush themselves off and make a new start.”
This new sentiment is reflected in the overall employment outlook for the Christchurch region, which has risen 10 percentage points to +32% for the fourth quarter.
“New Zealand has turned a corner after the Christchurch earthquakes at the beginning of this year,” said Mr. Crawley.
“The rebuilding effort is picking up speed and there is renewed energy and confidence in the region, which is also contributing to increased hiring intentions across the country. There is a sense of expectation for the ‘new’ Christchurch as a rejuvenated major business centre for New Zealand,” he said.
But Mr. Crawley warned that excitement surrounding the Rugby World Cup is only masking the external economic pressures affecting New Zealand’s neighbours.
“Regardless of hype, employers are still watching what’s happening globally,” she said. “We’ve seen an upturn in contract and temporary placements, which suggest a reluctance from many employers to make more permanent hiring decisions, preferring to adopt a ‘wait and see’ approach.”
Many companies are putting off making the big decisions about their workforce until the new year, but Mr. Crawley says this may put them at a disadvantage.
“Smart businesses won’t wait for the start of next year to think about growth and plan their next employment moves. Companies that want to hit the ground running need to make decisions now about their workforce - beginning these discussions in January will be too late.”
In the Asia Pacific region, New Zealand employers were one of a few to report an improved Net Employment Outlook since last quarter, exceeding the employer optimism reported in Australia (+16%), China +20%), Hong Kong (+21%) and Japan +10%).
“New Zealand employers are the most optimistic they have been since the end of 2007 - we’re clearly running at a different pace to the rest of the world right now, and that pace involves a rugby ball in one hand and a giant kiwi flag in the other,” said Mr. Crawley.
Net Employment Outlook Comparison - Industry
|
Q4 2011 |
Quarter-on-quarter |
Year-on-year |
National |
+23% |
+4% |
+8% |
Finance, Insurance & Real Estate |
+18% |
-2% |
-5% |
Mining & Construction |
+31% |
-11% |
+7% |
Manufacturing |
+33% |
+9% |
+21% |
Transport & Utilities |
+21% |
- |
-4% |
Public |
+6% |
+1% |
-11% |
Services |
+30% |
+7% |
+12% |
Wholesale & Retail Trade |
+14% |
+4% |
+5% |
Net Employment Outlook Comparison - Region
|
Q4 2011 |
Quarter-on-quarter |
Year-on-year |
National |
+23% |
+4% |
+8% |
Auckland |
+24% |
+3% |
+9% |
Christchurch |
+32% |
+10% |
+20% |
Wellington |
+13% |
-1% |
-5% |
*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
New Zealand employer hiring hits most optimistic level since before recession: Manpower
Survey of over 650 New Zealand employers shows construction and insurance employers most positive
New Zealand (14 June 2011) - The Manpower Employment Outlook Survey released today has revealed a resilient New Zealand job market, as it reaches the most optimistic levels of hiring confidence since before the recession.
In New Zealand, 26 per cent of companies expect to increase hiring, while the number of companies planning to decrease hiring is at 9 per cent. Once adjusted to remove seasonal variations in the data, the country’s Net Employment Outlook has increased four percentage points quarter-over-quarter to +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 Michelle Visser, General Manager of Manpower New Zealand, the Christchurch reconstruction effort is playing a major role in the buoyancy of the country's employment market.
“The survey results show a consistent and extremely strong demand for mining & construction workers, sitting at +42 per cent,” said Ms Visser.
“The Christchurch reconstruction project is shaping up to be one of the biggest construction projects that New Zealand has ever seen. As we move from the clean-up to rebuilding stage, initial reconstruction workers - particularly project managers and quantity surveyors - will be in high demand.”
The Finance, Insurance & Real Estate sector is also strong, with a 10 percentage point increase in hiring intentions, now sitting at +23%.
“This sector has been bolstered by an increased demand for insurance professionals to assess the rebuilding effort in Christchurch,” said Ms Visser.
Hiring intentions have increased across the country, with employers in Christchurch (+19%), Wellington (+14%) and Auckland (+20%) all reporting a two percentage point increase in hiring intentions for the coming quarter.
According to Ms Visser, the jobs demand in both Auckland and Christchurch is coming primarily from the Services sector. Employers in this sector have indicated they will continue with strong hiring intentions for the next three months, with a net employment outlook of +22%.
“The jobs most in demand for the Services sector right now are primarily IT: both for project managers as well as technical roles like business analysts, database administrators and technical sales professionals. These roles are expected to continue in hot demand for the coming quarter.”
But Ms Visser says all eyes are on the Christchurch rebuild, as projected hiring intentions remain strong and skills shortages begin to threaten the timelines of reconstruction projects.
“The fact is, if the reconstruction effort was to ramp up right now, New Zealand would have nowhere near the number of people needed who are ready to complete these projects,” said Ms Visser. “The scale of the reconstruction means that we’re going to see a huge increase in demand for all construction roles, with project managers and quantity surveyors being just the start. Skilled tradespeople and managerial roles will also be in high demand down the track.”
Ms Visser says there is still a lot companies can do to alleviate the pressure from these skills shortages.
“Construction and project development companies need to map out the bigger picture to forecast the skills they need, when they will be needed and where they might get them from.
“For example, the housing downturn across the country means there are people with domestic housing trade skills available and looking for work. Up-skilling these workers to be able to contribute to the Canterbury rebuild means we’re opening up these jobs to New Zealanders first, before searching elsewhere.”
Ms Visser says that increasing vocational training in New Zealand to meet demand will also be vital.
“Vocational training is top of mind. The Christchurch earthquakes and the rebuilding effort has exacerbated skills shortages that already existed, so there is a real need to increase the work that was already being done. We want to encourage underemployed and underskilled New Zealanders to take part in these types of programs that will not only give them work, but will contribute to a greater goal.”
Net Employment Outlook Comparison - Industry
|
Q3 2011 |
Quarter-on-quarter |
Year-on-year |
National |
+19% |
+4% |
+2% |
Finance, Insurance & Real Estate |
+20% |
+10% |
-1% |
Mining & Construction |
+42% |
0% |
+26% |
Manufacturing |
+23% |
+2% |
+3% |
Transport & Utilities |
+21% |
-1% |
+10% |
Public |
+6% |
+8% |
-3% |
Services |
+22% |
+1% |
0% |
Wholesale & Retail Trade |
+10% |
+4% |
-2% |
Net Employment Outlook Comparison – Region
|
Q3 2011 |
Quarter-on-quarter |
Year-on-year |
National |
+19% |
+4% |
+2% |
Auckland |
+20% |
+2% |
+2% |
Christchurch |
+19% |
+2% |
+6% |
Wellington |
+14% |
+2% |
-5% |
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.manpower.co.nz/research/
