Manpower Employment Outlook Survey
The ManpowerGroup Employment Outlook Survey provides employers and employees with a forward-looking perspective on hiring in your area.Read the most recent reports from the last 12 months.
At Experis we are all about people. And we really get tech - from cybersecurity, business intelligence and project services to digital marketing, devops and more. It’s what makes us the ultimate team of specialised IT recruiters.
We connect people and businesses alike in the ever-evolving world of IT.
Experis helps businesses overcome challenges, accelerate key initiatives and seize big opportunities by finding the best people in tech that will lead them to success.
Whether it’s for single or volume/project roles, contract or permanent recruitment, reach out to dedicated teams servicing each IT vertical who can help you.
We help professionals who are looking to take the next step in their career find their ideal role in which they can thrive and reach their full potential.
Seek advice as you make an important change in your career, find out who’s hiring or apply for a role.
The ManpowerGroup Employment Outlook Survey provides employers and employees with a forward-looking perspective on hiring in your area.Read the most recent reports from the last 12 months.
Changing things up in your career and looking for a new job can be stressful and nerve-wracking. We’ve all experienced it. But it should also be exciting, especially once you finally land that role you’ve been waiting for. You don’t have to go through the process alone, and in fact, you can increase the likeliness of finding that dream job and faster with the support of a recruitment agency. Few job seekers know how to tap into the expertise and network of a recruiter so here’s what you need to know.What is a recruiter or recruitment agency?Recruiters or recruitment agencies find employees for companies looking to hire. They act as a conduit between employees and companies. Companies seek their help because they’re more likely to find higher-quality candidates faster, whilst letting companies focus on their core business. Why use them?ExclusivityRecruiters present you with open positions that you’re suited for. Many of these positions will be exclusive or unavailable to the public. Why? For one, if companies use a recruiter, they usually won’t bother with advertising the job themselves. They’re happy to leave finding new employees entirely in the hands of the experts. Secondly, advertising on job boards to the public isn’t used as often as you might think. The benefit of recruiters is that they are proactive and know how to get in front of the right people, starting with reaching into their extensive network and large database of candidates. For recruiters, job boards are a reactive secondary resource that incurs a cost, so a lot of opportunities never end up being posted on job boards at all. If you solely-depend on job search websites, you’re likely to be missing out on many great opportunities.Even if there are no positions available when you first chat to a recruiter, don’t be disheartened. You’ll still be in the recruitment agency’s database or on your recruiter’s radar so when something suitable does pop up, they’ll be in touch!Side note: Recruiters will also keep your job search confidential from your employer. Just be sure not to include your existing employer as one of your references.It’s completely freeA recruitment agency will not charge you any fees for applying with them or using their services. Whilst recruitment agencies are here to help you, you are also helping them in their search for high-quality candidates to present to their client.Guidance and supportA good recruiter will have your best interests at heart. Even though your skills and experience may fit what your potential employer is looking for, the role must suit you too, including flexibility, development opportunities, salary, and cultural fit. Trust your recruiter to leverage their market knowledge, experience and skills to accurately assess whether there’s a match between you and a position. If they think there’s a good fit, they’ll set you up for the best chance of success. They’ll help you refine and write a targeted resume, update your LinkedIn profile, prepare for the interview and advocate for you to your potential employer. Your recruiter will support you and address any concerns you might have to ensure you’re confident throughout the application process, deciding on offers and smoothly transitioning into your new role. Tip: Recruitment agencies offer clients additional security when it comes to new hire retention, offering guarantee periods. If a new hire is terminated or leaves before the expiry of a guarantee period, recruitment agencies will find a new replacement candidate for free. Therefore, you can be assured recruiters want a role to be suitable not just for your employer, but you as well. Career progressionIn a few years’ time, you may hear from your recruiter again. If they see you’re a proven candidate, they’ll want to know if you’re ready to take the next step in your career and move on to another exciting opportunity that they’ve lined up for you.How to work with themWorking with a recruiter is a two-way street. Build good rapport with them so they can and want to help you succeed. Their reputation with their clients is on the line so ensure you extend them the courtesy of promptly communicating with them, even if you are no longer interested in a role. Be completely transparent and honest with your recruiter so they understand exactly what you’re looking for. Otherwise, you’ll run the risk of a mismatch that will result in being unhappy in your new role and failing to meet the expectations of your employer. You can also help your recruiter help you, by making yourself employable. Your recruiter’s sole aim is to find someone to fill a job rather than help you with a job, so take the time and personal effort to represent yourself as an ideal candidate in your application and interview. Who to apply with and howRecruiters are all about people, referrals and networking so they’re usually not fazed by what channels you use to get in touch with them. For a start, you can visit a recruitment agency’s website or social channels to see the roles available and whether they’re relevant to you. From there you can decide whether their information resonates with you and there should be information on how to best get in touch, be it via contact form, through a job posting, email or phone. You may also want to apply with a recruitment agency that specialises in your field rather than a general recruitment agency. The benefits of working with a specialised recruiter to find your next job are multiplied as their networks, skills and experience run deeper and increase the likeliness of matching you with a perfect role. For more background information with regards to their credibility, you may also want to look at how an agency incorporates diversity and inclusion in their hiring process, vision and values, and any candidate testimonials available on agency websites and individual recruiter LinkedIn profiles. Final adviceSo there you have it. Only good things can come out of working with a recruitment agency where the key benefit is that you’re more likely to receive the job offer you want. Of course, we encourage you to not just leave your career in the hands of a recruiter but continue to search for relevant jobs elsewhere to extend your reach and therefore, your chance of success. We hope you’ve found this helpful and wish you good luck! Feel free to submit your details and reach out to us if you seek further advice or search for jobs.
Whether you need an additional set of skills to help with a specific project, to facilitate growth or to solve a problem, recruitment agencies are the top experts in connecting employers with new employees.By now you should know the many benefits of using a recruitment agency to hire your staff, including fast-tracking the hiring process and improving your quality of hire. (To revisit what recruitment agencies do and why you’d ask them for help, click here.)So now you’re probably wondering, which recruitment agency does it best or which agency do I use? Given every employer scenario is unique, the answer comes down to you! Here’s some things you can consider as a start.Goal AlignmentBefore reaching out to any agencies, work with your team internally to establish what you’re looking to achieve and any foreseeable challenges. This will set you up with the criteria to assess whether a recruitment agency can meet your hiring needs.Here’s an example. Is your goal to release a new product? Then the challenges you’re looking for a recruitment agency to help you overcome may be:Hiring a large workforce of various skills and experience on time and within a certain budget,Reducing manual processing and the time taken away from hiring managers from focusing on their core business, Improving inconsistencies in job profiles, onboarding and pay rates for contractors, andConducting compliance and VISA checks. PartnershipFind a recruitment agency that wants to establish a strong client relationship for the long term, rather than just being a transactional vendor. These kinds of agencies take the time to understand your business and culture and how you want to work to ensure a cohesive recruitment effort that will go much further in finding you the best people to hire. Tip: Recruitment agencies also offer additional security when it comes to new hire retention, offering guarantee periods. If your new hire is terminated or leaves before the expiry of a guarantee period, recruitment agencies will find a new replacement candidate for free. MethodologyEach recruitment agency provides different services and takes on a different approach to recruitment depending on what they’ve found works for their business size, clients, culture, industry and own style.It’s certainly worth asking what an agency’s recruitment process is and gaining a full understanding of what you’re buying as you take fees into account. Their process will impact your assessment on whether they’re effective, timely and will involve and communicate with you in the way you prefer. It will also indicate what the experience will be like for both successful and unsuccessful candidates, and therefore, how your business is represented to the market.A good recruiter that is professional and consistent will be able to provide information on the steps they will take from initial discussions with you all the way to the candidate’s first day on the job. An even better recruiter will have a diverse range of solutions to make the process suit you. SpecialisationThe benefits of working with a recruitment agency are multiplied when they’re a specialist in the area that you’re looking to hire in. For example, instead of being spread thinly across many sectors, IT recruiters will:Be able to immediately deep dive into their highly developed technology network,Have stayed in touch with high-potential candidates as they become more senior throughout their careers and look for new opportunities,Have a true understanding of the relevant skills, qualifications and experience that you require,Leverage their market and industry knowledge,Use already tried and tested resources,Know how to appeal to the demographic of your ideal candidate, andFind you more suited candidates, and faster, than any generalist agency.(To learn about recruitment specialised in Software Development, click here.)CredibilityUsing your initial goal or criteria, ask your recruitment agency for any relevant case studies, testimonials or client lists that will show how they’ve previously succeeded in helping businesses that are similar to yours and have the same challenges. You can also ask if they are a part of any trade associations or other governing bodies. In Australia and New Zealand, a membership with the RCSA (Recruitment, Consulting and Staffing Association) will indicate the recruitment agency keeps on top of the latest industry and business information and is committed to professional standards. For example, ask us about the time we:Assigned a dedicated delivery lead to partner with a major Australian company who supported the definition, and active promotion of their new division’s value proposition. The dedicated delivery lead ensured that both the company’s stakeholders and the recruitment delivery team worked together effectively to actively drive the recruitment effort.Formed a partner program team with one of the four major banks seeking to conduct a major infrastructure upgrade. After much discussion and agreement, we used our highly developed network to source and deploy 196 IT Engineers within the required 12-month timeframe, resulting in 40,000 user desktops refreshed and the national rollout successfully transitioned out of hours to have zero impact on business operations. We still provide support for this client, including ongoing performance oversight of the engineer team.We hope you found this an informative start to finding a recruitment agency that’s right for you. There’s lots more where that came from and we’re here for a chat if you’d like to learn more. Simply fill out the form below.
When you're looking to place a new employee in your team, you might consider a recruitment agency to help. There are so many different agencies, all offering different services, benefits, recruitment methods and fee structures that you might be wondering where to begin, or whether you even need an agency in the first place. So a helpful guide on everything you need to know about recruitment agencies. What is a recruitment agency?A recruitment agency finds employees for companies. They are the middleman between people who are looking for a job and companies looking to hire. Why do you need a recruitment agency?Recruitment takes a lot of time and effort and prohibits in-house staff from performing their core duties. And when not executed properly, the result is placing the wrong candidate in the role, costing your business money and negatively impacting success. That’s where a recruitment agency comes in. They have the invaluable skills, experience and knowledge to:effectively and efficiently carry out some or all the recruitment process depending on what you need,access talent aligned to your specific requirements, andfind them faster.What does the recruitment process look like?Whilst it sounds simple, no industry, business, role or end-goal is the same. There’s no “one size fits all” solution to recruitment. Any insufficient skill, experience, information or resources exposes the risk of hiring the wrong candidate. A good recruiter will collaborate with you to execute a tailored, targeted recruitment strategy. They will:Take the time to understand what your business needs before building an ideal candidate profile,Narrow search parameters and direct efforts to the likeliest sources that will get your business in front of the right people whilst minimising costs,Effectively promote your business and the role, screen, interview, assess and elect candidates in line with best fit, Ensure there is a smooth transition for both you and the candidate as they start work, plus communicate with any unsuccessful candidates,Help your business overcome any other key challenges. For example,Managing a large proportion of candidates from diverse backgrounds,Ensuring candidates have correct working VISA’s, orAssisting candidates who may have limited experience with a formal application process.Why wouldn’t I just post my own job ad? Job advertisements are considered reactive because you must pay and then wait for candidates to apply before being able to move forward with the process. And after sifting through hundreds of applicants you may still not achieve the best outcome.On the other hand, recruiters predominately use proactive sourcing strategies. In fact, the best recruiters already have candidates that are a good fit and ready to go when they’re still in initial discussions with you. If not, recruiters have both an extensive database and network of key contacts they can tap into. Candidates who are actively seeking work are also most likely to register with a recruitment agency due to their efficiency and/or because they’ve previously had a good experience finding work with them. That, and recruiters are also highly skilled at finding talent that is not currently looking but employed elsewhere and can promote a new opportunity to them. Sometimes, recruiters use job ads as an additional resource if needed but they’ll also have the advantage of allocations to the top job boards and knowing critical information to include, the right place to post and how to promote the role. Why hire an IT specialist agency?When it comes to any role, team or project relevant to technology, the benefits of working with an agency solely focused on IT are multiplied.Technology is complex, evolving and can be divided into many specific functional verticals or niches, such as cyber security or data, BI & analytics. IT recruiters are fully equipped to really get into the detail to understand what your business needs and immediately identify someone with the right skill sets, experiences and tech exposure.Are you looking to:Build and launch a new product or service to the market under a specific time frame?Ramp up your existing IT capability or build it from the ground up?Build a new business unit dedicated towards a specific project?By finding and hiring the best and most-qualified candidates to make it happen, IT recruitment agencies can help businesses achieve specific goals just like these, and more.Want to know more?To learn about recruitment specialising in Software Development click here or how to select the right recruitment agency click here.Or chat to our team for more recruitment advice, salary information, trends on hiring or to find out how we can give you an edge in the race for talent by filling out the form below.Ask us about the time we:Aligned, streamlined and accelerated the recruitment strategy for an Australian leading university, placing over 300 candidates and averaging 2-16 days to fill temp/contract roles and 16-45 days for permanent. Under candidate care efforts, we also redeployed 15% of contractors to multiple clients, far above the industry standard of 2%. Helped an aerospace and defence company place over 200 candidates within 6 months leading to their win of an $800 million contract and other successes. Most roles required an NV1 clearance (or NV2 clearance) which is governed by the Australian Department of Defence and requires the applicant to provide at least 10 years of background information.Assisted one of the four major banks manage the entire procure-to-pay process for their contractor workforce. This was to overcome significant challenges of not having consistent and centralised contractor recruitment and management, supplier delivery capabilities and overall skills quality.
Just Released: Here's a quick snapshot of Australia's hiring plans for July - September.The ManpowerGroup Employment Outlook Survey provides employers and employees with a forward-looking perspective on hiring in your area.Interviewing was carried out during the exceptional circumstances of the COVID-19 outbreak. The survey findings for the third quarter of 2020 are likely to reflect the impact of the global health emergency, and may be notably different to previous quarters.Download Full ReportIn Australia,58%of employers surveyed report that their business activity has been affected due to the outbreak of COVID, however,61%of employers expect hiring to be back to pre-COVID-19 levels by 2021. Download Infographic
A Practical Guide to a Safe RestartA disciplined return to work will be key to economic recovery in the wake of the pandemic.The COVID-19 health crisis is posing unprecedented challenges to people and economies around the world. To limit the economic downturn and impact on people’s ability to earn a living, the recruitment market and all its stakeholders must quickly adjust to this new reality – a new normal where physical distancing and other strict measures will be integral to all workplace processes for a considerable time to come. As part of the ManpowerGroup we believe urgent action is needed to be fully prepared to get people safely back to work when the moment is right, where timing this accurately is crucial for the economy. So here's a guide we've put together to help you.This research is for organisations of all types and sizes to identify and apply the practices that will get them up and running in a safe, healthy and productive way.Download Practical ReportAn Industry CollaborationManpowerGroup are proud to have a formed a global alliance with Randstad and the Adecco Group to help drive a collaborated approach to help people get safely back to work. In Australia this alliance is facilitated with governing body for the recruitment and staffing industry, RCSA, to collate, quantify and share proven best practices so that Australian and New Zealand businesses can operate and our economy can restart. Click here to read more on collaboration.
Automation is creating jobs - and the trend is here to stayRobot workers replacing human jobs – the debate of the decade. In reality, the opposite looks true. Our research Humans Wanted: Robots Need You Australia shows more employers than ever (84%) plan to increase or maintain their headcount as a result of automation. Rather than reducing employment opportunities, organisations are investing in digital, shifting tasks to robots and creating new jobs. At the same time, companies are scaling their upskilling so their human workforce can perform new and complementary roles to those done by machines.And upskilling is increasingWith talent shortages reaching a 12-year high and new skills appearing as quickly as old ones disappear, more companies are planning to build than ever before with 89% of organisations expected to be upskilling their workforce by 2020. Companies are realising they can no longer expect to find just-in-time talent, on tap.Download Paper
Now in its 13th year, ManpowerGroup’s Talent Shortage survey is the largest of its kind. New research reveals what attracts and retains workers and how that varies by age, gender and geography. Explore what workers want for a new approach to the skills shortage.Read Report
If you haven't had to do a video interview yet, it's likely your next one will be! But don't sweat it, you can easily shine in a video interview just as you would face-to-face. There's just a few things you need to think about in advance. Here are our top 5 tips on what you need to do to prepare so you can focus on nailing your video interview. Good luck! 1. Set up your spaceSet up your laptop or PC in an area where you will be free from children, pets, housemates, etc. coming into the video frame.Be positioned in a well-lit room without a glare on the screen so the interviewer can see you clearly.Make sure you’re in a quiet place free from background noise.Turn off notifications coming through on your PC and switch your mobile phone to silent mode.2. Test your techThere are various tools in the market for video conferencing, whether it be Skype for Business, Microsoft Teams or Zoom. Download the application that your interview will be conducted through prior to the interview.Test that your webcam and microphone work. A good way to do this is by conducting a practice run with a friend or family member to check that your video is set at a good angle and your voice can be heard clearly.3. Dress for successDespite not meeting the interviewer in person, it is important to demonstrate the same level of professionalism via video conference.Wear your head to toe interview outfit so that you feel confident, and make sure to wear something you are comfortable sitting in.4. Eye contact & body languageBody language and eye contact are both very important when building rapport with someone, which is what we are aiming to do throughout an interview.Sit poised and don’t slouch into the seat to show you're engaged in the conversation. This will also help your voice project better.Maintain eye contact throughout the call. Try not to be distracted by other things in the room or on your screen.Smile and be personable! Allowing your personality to come through when you are interviewing through video is important.5. Prepare, prepare, prepareDo thorough research on the organisation you are interviewing for and the experience of the person conducting the interview. Make sure you have an understanding of the position you are interviewing for.Prepare where you can add value to the role with examples from your previous experience.Come prepared with a few questions to ask at the end of the interview to demonstrate your enthusiasm and interest in the position and company.Although it’s tempting when you’re behind a screen, try not to rely on notes. This will encourage you to look down and you will be less engaging.Looking
"Whenever I have a recruitment question or requirement, Kate is top of my list as the person I trust most in the industry - and she never fails to get me a fast and accurate answer. You can absolutely rely on Kate to make your life easier and your team better."
"Angela is the rare recruiter that is able to meld business fit with technical fit to a tee. The key to Angela’s success is her ability to truly listen to the requirements and provide us with the right fit candidate based on this active listening. It is this skill that ensures Angela is a continual value add to our business."
“Always professional, responsive, reliable to a fault, and personally interested, Kate has made recruiting a no brainer for me. Recruiting takes up a huge chunk of time and the value in having a business partner that just gets your org culture and quality expectations can’t be overstated."
Business Intelligence Lead
"Robbie has been fantastic to secure my next job. He kept me updated regularly while effectively managing the relationship with my new employer, showing great emotional intelligence. I enjoyed all the opportunities we had to interact. Robbie is a pleasure to deal with, a highly competent recruitment professional and able to build efficient relationships based on trust and respect."
"Whilst engaging with Angela, I have found her to be extremely proficient at her role. She has always taken the time to answer her phone and have a conversation with me, whether it was about the role, or just general recruitment advice. I have emailed her late at night, and without delay, she responds back with a smile."
Senior Product Designer
"Sam is one of the most genuine individuals I've had the pleasure of working with. Sam helped me secure a dream role at Australia Post, and was professional and proactive during the entire interviewing process. I would highly recommend anyone looking for a great role to get in touch with Sam."