The hiring habits of smart employers

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With renewed confidence in the economy, hiring intentions are looking positive for 2016.

But while employment growth is projected across the country, hiring departments are still under pressure to control costs. The secret is not necessarily employing more, but employing more intelligently.

The Australian Bureau of Statistic’s monthly Labour Force Survey revealed around 300,000 more people were employed this January than in January 2015. It’s a higher-than-average growth rate when compared to the past 20 years, and one that reflects healthy growth in a number of sectors, particularly healthcare, accommodation, food services and administration services. Even manufacturing sub-sectors, many of which have had a challenging few years, are looking forward to improved local confidence, with the low dollar supporting exports to Asia and the Middle East.

Deciding how big and fast to grow a workforce is always a difficult decision. But smart hiring departments are employing certain strategies to have the right type of professionals on call at the right time.

Let’s take a look at three key trends influencing labour hire in 2016.

  1. Creating flexible teams

Staffing costs are a massive expense to business owners, and many companies are choosing to transition from a permanent to a casual workforce. Temporary staffing is a practical solution that allows managers the flexibility to adjust employee numbers whenever the need arises. Temporary workers don’t receive the same benefits as full-time or part-time employees, meaning they can help increase capacity without incurring ongoing expenses. This type of scalable workforce can encompass every type of job title from accountants through to forklift operators, and is particularly popular where seasonal or contract workers are needed, such as in the manufacturing, energy and resources industries. Integrating temporary workers into a permanent workforce can also create a more diverse talent pool, resulting in a more efficient workplace, a more flexible job market, and more opportunities for both employers and employees.

  1. Merging IT and marketing departments

The rapid evolution of digital marketing is transforming organisational structures. As technology and communications worlds integrate, IT and marketing professionals are moving from a support function to a business function. Here, mobile optimisation will become a significant priority for businesses, along with quality digital content, e-communications and social media marketing. For CEOs, this is demanding entirely new strategic models. For hiring managers, the challenge is ensuring skills gaps don’t pop-up and arrest a company’s development. A flexible labour force with skills across social media advertising, email marketing, search engine marketing and digital content production will be particularly valuable.

  1. Hiring data analysts  

In the past few years, big data, mobile data and ‘the cloud’ have become major business tools. Easy access to information has made professional life easier and cheaper, and even new companies – think Airbnb and Uber – have made a name for themselves through disruptive technologies. But the era of having an ‘app for that’ also means companies are becoming the owners of giant pools of data; data that’s going to become overwhelming and useless unless the right people can make sense of it. Data analysts are predicted to become one of the most in-demand professions for 2016-2017, with contract recruitment dominating hiring activity.

Trends don’t occur in isolation. If data continues to aid strategy, it’s likely we’ll see these three labour trends combine to produce a truly flexible workforce with multi-level skill-sets. Labour Solutions Australia’s labour hire experts know the trends to watch, and will consult with your business to ensure you get the right workers for the right job.

 

 

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Labour Solutions Australia Pty Ltd specialises in temporary, permanent and outsourced workforce solutions with a strong focus on Food Processing, Civil and Building Construction, Mining and Engineering, Transport and Logistics, Manufacturing and Agribusiness staffing needs.

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