Brian Lawler’s Post

SA is Running Out of Workers - The Great Resignation is Over, but SA’s Hiring Challenges Persist 👇 Turnover rates in Australia dropped to 10.8% in 2024, down from 21.4% in 2022 (Mercer). Workers are prioritising stability, and 64% of employers feel more confident managing turnover. This is easing the urgency to seek external talent in some areas, but South Australia faces unique challenges: - Lowest unemployment and youth unemployment in the country. - Highest job ads on SEEK nationally. - Strong employment-to-population ratio. Key Challenges for SA: - Population Growth Constraints: Limited migration is shrinking the talent pool. - Retirement Cliff: A significant portion of the workforce is nearing retirement. - Tight Labour Market: Applications per ad dropped nationally in September for the first time in two years, yet competition remains fierce. Opportunities: For individuals, it’s a great time to advance your career in SA...talent is in demand. For Employers: To lead in 2025, a proactive talent sourcing strategy is critical. Relying on job ads won’t cut it when 95% of candidates aren’t applying. The best talent is passive...head-hunted and nurtured. Now’s the time to rethink your hiring strategy. The talent is out there, but finding it requires the right approach. #recruitment #southaustralia #jobs

📈 Australia’s unemployment rate has dropped to 4%, with 40,000 new jobs added to the economy. Full-time roles saw a significant increase of 41,700, while part-time jobs slightly declined by 2,000. Despite rising costs, employers continue to expand their workforces, highlighting the resilience of our labour market. Whether you're looking to hire or seeking new opportunities, we're here to help navigate this thriving market. Let's make the most of these opportunities together! Reach out to Woodforde Group today. #UnemploymentRate #JobMarket #Recruitment #AustraliaJobs #EconomicGrowth #TalentAcquisition #HR #JobGrowth #WoodfordeGroup

⚡ Rising Rates? Employment Trends: - Unemployment & Job Growth: Australia's unemployment rate rose to 4.1% in June despite 50,000 new full-time jobs, indicating job growth isn't matching the expanding labour market. - Public Sector Dominance: Many new jobs are in government sectors like healthcare, social assistance, and education, highlighting growth in government roles at the expense of private businesses facing regulatory challenges. Productivity Concerns: - Productivity Issues: The Productivity Commission emphasized the need for productivity improvements, particularly in labor-intensive industries like aged and disability care. Economic Outlook: - Underemployment: 6.5% of the workforce wants more hours, with some full-time jobs involving multiple part-time roles. - Private Sector Challenges: Private businesses are uncertain, facing new regulations and competition from government-funded jobs, especially in construction. Interest rate cuts might be needed to support growth. Summary: Unemployment rose to 4.1% despite job creation, with many roles in government sectors and underemployment remaining high. Private businesses are struggling, suggesting a potential need for interest rate cuts to stimulate growth.

Many employers shy away from hiring during economic downturns or when the economy is quiet. However, there are several reasons why the quieter times are the best time to recruit and onboard new staff: ✅ Access to Greater Talent: During quieter economic periods, there is an increased number of talented individuals in the job market. According to The Jobs Report published in April 2024, the New Zealand Jobs Index fell 17.0% in the first quarter, with job vacancies being a "lead indicator" of how the employment market is tracking. High unemployment rates, layoffs, or restructures mean that skilled workers will be seeking new opportunities. This gives employers a much larger pool of candidates from which to choose. ✅ Cost-Effective Talent Acquisition: The current trend of fewer employers actively hiring presents an opportunity. With diminished competition for top talent, Talent Connection's hiring process can become even more efficient, resulting in decreased time-to-hire and greater cost-effectiveness. Lower wage/salary costs: When labour supply was low, many employers had to pay a premium to secure the best talent. However, when the tables are turned, the labour market softens, and the supply of talent outstrips demand, employers may find job seekers display a greater willingness for flexibility when negotiating packages. The upside is that a softer labour market may make it more affordable for employers to bring on new staff or expand existing teams. ✅ Seizing the Opportunity for Growth: Hiring during a quiet economy can position a company for significant growth when the economic situation improves. By investing in talent and expanding operations during a downturn, businesses can be better prepared to take advantage of opportunities when the market rebounds. This strategic approach can help companies gain a competitive edge over those who wait until the economy is booming again to hire. ✅ Strategically positioning for Recovery: Hiring during a downturn enables companies to position themselves so that they are ahead of the curve when the economy picks up. A strong team can help businesses capitalise on newfound opportunities and quickly scale up operations to meet increasing demands. Hiring during a softer economy requires careful consideration and planning but can present unique advantages for organisations looking to expand their teams and/or position themselves for future success. If you are or know any organisations interested in exploring how hiring during quieter economic periods can benefit business, let’s have a chat. 🌐 https://lnkd.in/gVKTYsCD 📱 021 826 250 ✉ [email protected]

Alarming Trend Alert: Prime-Age Men Exiting the Workforce. A substantial portion of men who should be at the peak of their careers are instead sitting on the sidelines of the labor market. 10.5% of prime-age men (roughly 6.8 million nationwide) were neither working nor looking for employment in August 2024 (U.S. Bureau of Labor Statistics) and 8.9% in Canada. This trend has significant implications for our economy and society. Why? Learn more: https://lnkd.in/g3ibciDb Career Ownership Coaching® emerges as a powerful tool to re-engage and empower prime-age men who have dropped out of the workforce. Contact me to see how I can help! https://lnkd.in/gdeUtmFa #YouCareerRevolution #WorkforceTrends #Entrepreneurship #CareerOwnershipCoach #TheEntrepreneursSource #OpenToWork

Happy Friday 🤸 According to a Hays survey, almost 8 out of every 10 Australians are hoping to change jobs over the next year due to cost of living pressures. 77% of workers have started, or are planning to start, their job search. A few things: - All external factors infiltrate your talent management strategy. Don’t underestimate any external factor and how it contributes to your existing and potential talent. - How are you going to take advantage of top talent looking to elsewhere for better benefits? - How will you try to retain your top talent so they don’t go elsewhere? - Did you factor in cost of living pressures in your talent/people strategy? I read an article a while back about a company who provided $6000 per year per employee on their training and development. When cost of living pressures increased, they gave staff the option that year. Be given that $6000 in wages, split the $6000 between wage and training, keep the $6000 for training and development. What do you think, is that a good strategy? #hanastips #costofliving #talentstrategy

Alarming Trend Alert: Prime-Age Men Exiting the Workforce. A substantial portion of men who should be at the peak of their careers are instead sitting on the sidelines of the labor market. 10.5% of prime-age men (roughly 6.8 million nationwide) were neither working nor looking for employment in August 2024 (U.S. Bureau of Labor Statistics) and 8.9% in Canada. This trend has significant implications for our economy and society. Why? Learn more: https://lnkd.in/egv98xVC Career Ownership Coaching® emerges as a powerful tool to re-engage and empower prime-age men who have dropped out of the workforce. Contact me to see how I can help! https://lnkd.in/euEYatHT #YouCareerRevolution #WorkforceTrends #Entrepreneurship #CareerOwnershipCoach #TheEntrepreneursSource #opentowork

Are bad jobs dead-ends or are they stepping stones to better things? Well...you hear that service jobs are "entry-level" positions and lead to better opportunities. But, the scientific evidence base suggests that's just not so. Two of the top researchers in the field, Kristen Harknett and Daniel Schneider, highlight that only 8% of those who started with bad jobs were able to advance to better jobs. **Once more for the folks in the back** Only 8% of those who started with bad jobs were able to advance to better jobs. Service sector jobs can be poverty traps for employees because there are rarely opportunities for them to climb up the ladder in their current roles. Enhancing #JobQuality not only leads to better #Wages but also allows for employees to have improved working conditions - like real #Opportunities for #CareerAdvancement. Read the full article here:  https://lnkd.in/gezT4JmQ

Australia's high unemployment rate hides a talented, underutilised workforce... At Workskil Australia, we believe in unlocking potential by supporting people to overcome barriers in education and employment. The right skills open doors! Underemployed and unemployed people offer a wealth of talent. We need targeted training, redefined recruitment, and a challenge to biases to tap into this resource. Our CEO, Nicole Dwyer, shares 3 actions to turn the tide. Read the full article featured on CEDA below. Together, let's see ‘hidden’ workers as valuable contributors. CEDA - Committee for Economic Development of Australia #HiddenWorkers #EmploymentServices #Upskilling #Adelaide