June 2012.pdf - RCSA

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BUSINESS MANAGEMENT ISSUES working, a large number of individuals choose on-hire work over salaried direct hire work because they know they will be paid for each hour they work. It allows them to tailor their working preferences to their lifestyle needs. The Institute of Public Affairs points out that the age groups with the highest proportion of workers in so-called “insecure” work arrangements are younger workers and older workers, who are often entering the workforce, or beginning their exit from it. RMIT University research found that 67 per cent of on-hired employees chose to work as an on-hired employee and 34 per cent prefer this form of work over permanent employment. The most important reasons for choosing on-hired employment are diversity of work; to screen potential employers; recognition of contribution; and the payment of overtime worked. RMIT University research also found that half of all on-hired casual employees employed by RCSA members are immediately placed in another assignment following the completion of their initial assignment. That is, they enjoy “back to back” assignments without having to search for new work like those engaged in direct hire casual employment. Labour market efficiency and regulation The RCSA is not making a case against industry or labour market regulation altogether. In fact, the Ciett research shows a clear correlation between strong, efficient labour markets and regulation of private employment agencies. However, this regulation needs to be appropriate, and balance the flexibility requirements of businesses and government with the need for greater certainty in employment among sections of the Australian workforce. A country’s labour market efficiency is based on its employment and unemployment rates, hours worked and participation rates. Countries such as the UK, USA, Australia and New Zealand have seen private employment agencies develop rapidly, in the context of an open regulatory environment and liberal economy, and labour market efficiency is significantly higher in these countries. This is especially apparent when comparing these countries to highly-regulated countries that favour security over flexibility – particularly Western and Mediterranean Europe. The more liberal employment markets are also more competitive globally, BCG’s analysis reveals. The message here is that labor market regulation needs a balance between both flexibility and security, to ensure that it supports economic growth, rather than hindering it. What is the recruitment industry’s role Providers of on-hire or agency work – as represented by the RCSA’s members – already play an important role in providing flexibility and adaptive capacity for both its clients and its workforce. However, the RCSA continues to focus on ways to improve its support of non-traditional workers, and ensure they can, amongst other things, work safely, have opportunities for career advancement and access training and development. The RCSA is also working with members to collect more data on the industry and its role in the economy, to help inform policy decisions. It needs to educate stakeholders about the true nature of adaptive work, while helping workers to make the most of a flexible career, whatever their reason for undertaking it. A constructive discussion about the role of adaptive and flexible working arrangements in Australia can only be had with unbiased data taken from a genuine sample of the entire Australian workforce. Conclusion There are two key questions that underlie the Secure Work campaign: do all workers want permanent, full-time jobs And would businesses hire permanent, full-time employees if on-hire workers weren’t available The answer to both questions is no. Our economy needs businesses and government to be adaptable through the use of flexible labour, and our workers need a range of options that fit with their increasingly versatile lifestyle needs. Recruitment firms provide businesses and government with fast access to talent, while delivering a broad range of job opportunities to individuals. This is a crucial part of a modern, functioning and competitive economy. References http://securejobs.org.au/get-the-facts/ Brennan, L. Valos, M. and Hindle, K. (2003) On-hired Workers in Australia: Motivations and Outcomes RMIT Occasional Research Report. School of Applied Communication, RMIT University, Design and Social Context Portfolio Melbourne Australia Brennan, L. Valos, M. and Hindle, K. (2003) ibid. Adecco Temporary Labour Report 2012 Institute of Public Affairs, Insecure Employment Occasional Paper, John Lloyd, March 2012 Make better connections The shortest bridge between order, payroll and invoice is a single database. Let FastTrack transport you to improved workflow and increased productivity. Call 1800 063 555 From the start: Reliability. Performance. Success. Recruitment Software sales@fasttrack.com.au www.fasttrack.com.au © 2011 FastTrack Pty Ltd 26 RCSA JOURNAL
BUSINESS MANAGEMENT ISSUES Key job hunter trends in 2012 CareerOne’s Hidden Hunters Report, now in its fifth year, identifies trends in job hunting behaviour across industries and key demographics. The main trends this year are: #1: Economic Concern The biggest trend from the 2012 research is the significant increase in economic concern. The number of Australians “very concerned” about the economy nearly doubled, from 11 per cent in 2011 to twenty per cent this year. This concern is impacting all states, but the worst affected are Queensland and South Australia. Interestingly, this concern is not driven by personal financial circumstances with no change in those finding it “difficult” or “very difficult” on their income. Clearly, more macro concerns about the Australian economy and international events are worrying many job hunters this year. #2: Increase in Job Satisfaction Job satisfaction has increased across every aspect measured, returning to 2010 levels of 54 per cent. Workers are most satisfied with the team, the work itself, hours worked and flexibility with all experiencing significant increases over the past 12 months. #3: Decline in Active Job Hunting The economic uncertainty and increase in job satisfaction has led to a decline in the number of people actively job hunting. Thirty per cent of workers are actively looking or scanning for new job opportunities, down from 37 per cent in 2011. However, 79 per cent of Australian workers are still open to making a move with almost half (49 per cent) taking a more passive approach. The shift towards passive job hunting highlights the need for companies to be smarter in their recruitment and engage passive job hunters through new interactive media tools such as CareerOne’s Power Resume Search and CareerOne Ad Network. Western Australia is the most active state with 35 per cent of workers actively looking for a new role. South Australian job hunting has increased by seven per cent to 28 per cent. Queensland workers have seen the greatest decline in job hunting activity at 31 per cent, down from 47 per cent in 2011. New South Wales/Australian Capital Territory and Victoria are both down in job hunting activity and reflect the national average. #4: Uplift in Social Networking and Mobile Usage Another key takeaway from the research is the uplift of Australians using social networking tools and mobile searching to look for job opportunities. In fact, 14 per cent of job hunters use their mobile phone to browse jobs or receive job related information, up nine per cent since 2008. Over 17 per cent of job hunters use social networking tools to source new opportunities, up seven per cent since 2008. CareerOne’s free social broadcasting tool can help advertisers expand their reach to these candidates by automatically posting CareerOne jobs to their company’s Facebook and Twitter pages. Despite the diversification of job hunting tools, general job websites remain the number one tool job hunters use when searching for new opportunities (61 per cent). For detailed information on your state and industry, download the full report: www.careerone.com.au/ hiddenhunters. To learn more about CareerOne’s sourcing solutions, contact your CareerOne representative or call 1800 555 010. Dawn Tingwell National Sales Director CareerOne ARE YOU UP TO DATE WITH YOUR OBLIGATIONS AS A RECRUITER Complete the RCSA Code for Professional Conduct today! RCSA members non-RCSA members FREE $25.00 To access these courses and more visit: learningseat.com/public/rcsa JUNE 2012 27
Page 1 and 2: ecruitment and consulting services
Page 3 and 4: Please pass on to: ________________
Page 5 and 6: Protecting what matters most to you
Page 7 and 8: Here’s the story so far First, we
Page 9 and 10: 2012 RCSA GALA BALL & Awards Nick M
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Page 13 and 14: focus: RECRUITMENT AT THE SPEED OF
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Page 37 and 38: Association news New Zealand Update
Page 39 and 40: Contact Elise Zervos directly on 04
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