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RCSA Web Survey

RCSA Web Survey. Round 23 – June 2007. Executive Summary. Summary Both business confidence and expected changes in volume of business are static at 73% and 6.5% respectively. Expected volumes usually dip into winter but haven’t this round

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RCSA Web Survey

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  1. RCSA Web Survey Round 23 – June 2007

  2. Executive Summary Summary • Both business confidence and expected changes in volume of business are static at 73% and 6.5% respectively. Expected volumes usually dip into winter but haven’t this round • NZ is more confident that their business will increase in the next three months by 2% over the average. The Australian states are remarkably similar • The already tight labour market has tightened slightly. There there is a slight improvement in inappropriate candidates • All locations are finding very similar labour market conditions except • NZ is most concerned by candidates having work ready attitudes and skills • Staff turnover has dropped to 27% pa from 32% and staff growth has risen by 6% to 20.3% pa • There are no substantial locational differences although growth is slightly hire in NSW and NZ • There has been a substantial decrease in permanent full-time employment, contractor placements and on-hire placements • The majority of placements are on-hire and the proportion of those placements as part of the total has risen to 89% of all placements from 86% • The proportion of total revenue for on-hired employee services has risen by 4% and the proportion for recruitment has dropped by 4%. Contractor services remain stable. Obviously the value of other services, not covered in the survey, have remained stable • SA & WA get a larger proportion of revenue from on-hired employees • NZ gets a larger proportion of from recruitment services while SA, WA and VIC get less Note: If locational differences are not mentioned, the differences are insufficient for comment

  3. Executive Summary Summary – issues of most concern • Lack of suitable candidates remains the top concern. Difficulty in finding suitable recruitment staff remains in second place and both have worsened slightly • NZ is least worried about retaining staff, maintaining profits and industrial relations and more worried about lack of hiring intentions of clients • NSW is close to average on every thing • VIC is less worried about the state of the economy and immigration • QLD is less worried about availability of suitable candidates and more worried about employment legislation • SA is more worried about retaining recruitment staff and workers compensation and less worried about price undercutting in the industry and finding suitable recruitment staff • WA is more concerned with the state of the economy and finding suitable recruitment staff and immigration and less concerned with lack of hiring intentions of clients, price undercutting, employment legislation and legal issues about on-hired staff Note: If locational differences are not mentioned, the differences are insufficient for comment

  4. Executive Summary - Skills • The biggest skills shortages remain in engineering professionals and associates with other business professionals in increasingly short supply. Trades remain in short supply. The shortage of health professionals and nurses remains substantial as does the shortage of receptionists and telephonists • The top 12 skills shortages being: • Non-building professional engineers • Business professionals • Non-building engineering associates and technicians • Building professionals • Building associates and technicians • Receptionists and telephonists • Non-building electrical/electronic trades • Carpenters and joiners • Metal trades • IT and telecommunications professionals • Electrical trades (building) • Sales staff (not professionals)

  5. Excutive summary cont’d • Special section - Impacts of full employment • Two thirds of the respondents believe Australia is at full employment so despite the persistent problems of finding suitable candidates, a third are unsure or disagree. Half see full employment as a good opportunity for their industry. Nearly a half consider boosting participation of the untapped workforce as worthwhile. Only a quarter see full employment as a threat to the recruitment industry • SA & particularly WA agree more that Australia has full employment • There are no other substantial state differences

  6. Process • Web survey • E-mail business heads in both NZ and Australia • Data collection began late May 2007 and completed 22 June 2007 • The total annual revenue of respondent companies is $2.09 billion up from $2.02 billion last round • The number of sole traders in the sample has dropped 5% to 15%

  7. Demographics of sampleThe number of sole traders in the sample has dropped 5% to 15%

  8. Demographics of sampleThe total annual revenue of respondent companies is $2.09 billion up from $2.02 billion last round Annual revenue $m Total Total Australia=$1.95b Approx 93% of revenue

  9. Demographics of sampleThe proportion of $100m+ companies decreased to 5% from 7% last round.

  10. RCSA members confidence about business improvements in the next three months has declined slightly Differences No location differences

  11. Both business confidence and expected changes in volume of business are static at 73% and 6.5% respectively. Expected volumes usually dip into winter but haven’t this round Scale: 0=strongly disagree 50=neutral 100=strongly agree Differences NZ is more confident that their business will increase in the next three months by 2% over the average. The Australian states are remarkably similar

  12. The already tight labour market has tightened slightly. There there is a slight improvement in inappropriate candidates. • Differences • All locations are finding very similar labour market conditions except • NZ is most concerned by candidates having work ready attitudes and skills Scale: 0=strongly disagree 50=neutral 100=strongly agree

  13. While labour market scores have worsened slightly +7% +16% -12% -7% +7% -8%

  14. Staff turnover has dropped to 27% pa from 32% and staff growth has risen by 6% to 20.3% pa. • Differences • There are no substantial locational differences although growth is slightly hire in NSW and NZ

  15. Staff placed and on-hired workersThere has been a substantial decrease in permanent full-time employment, contractor placements and on-hire placements. March 2007 June 2007 Note: variability may arise because of a few large numbers – this is a problem of small data sets

  16. The majority of placements are on-hire and the proportion of those placements as part of the total has risen to 89% of all placements from 86%

  17. The proportion of total revenue for on-hired employee services has risen by 4% and the proportion for recruitment has dropped by 4%. Contractor services remain stable. Obviously the value of other services, not covered in the survey, have remained stable • Difference from average • SA & WA get a larger proportion of revenue from on-hired employees • NZ gets a larger proportion of from recruitment services while SA, WA and VIC get less

  18. A substantial proportion of companies have neither contractors nor on-hire employees.

  19. Concerns for the present and near future (all respondents) Lack of suitable candidates remains the top concern. Difficulty in finding suitable recruitment staff remains in second place and both have worsened slightly.

  20. Concerns for the present and near future (National issues)In Australia concerns about employment issues have increased 11% and become the top concern while in NZ immigration issues have dropped 8% but remains the top issue

  21. Location differences • Compared to average • NZ is least worried about retaining staff, maintaining profits and industrial relations and more worried about lack of hiring intentions of clients • NSW is close to average on every thing • VIC is less worried about the state of the economy and immigration • QLD is less worried about availability of suitable candidates and more worried about employment legislation • SA is more worried about retaining recruitment staff and workers compensation and less worried about price undercutting in the industry and finding suitable recruitment staff • WA is more concerned with the state of the economy and finding suitable recruitment staff and immigration and less concerned with lack of hiring intentions of clients, price undercutting, employment legislation and legal issues about on-hired staff Note: <50=less than neutral 50=neutral >50 = greater than neutral

  22. Skills issues

  23. Skills shortages by occupation – top 20The biggest skills shortages remain in engineering professionals and associates with other business professionals in increasingly short supply. Trades remain in short supply. The shortage of health professionals and nurses remains substantial as does the shortage of receptionists and telephonists

  24. Skills shortages by occupation – bottom 20

  25. NSW Business professionals Non-building professional engineers Non-building engineering associates and technicians Building professionals Receptionists and telephonists Building associates and technicians IT and telecommunications professionals IT and telecommunications technicians Nurses Sales staff (not professionals) VIC Non-building professional engineers Non-building engineering associates and technicians IT and telecommunications professionals Business professionals IT and telecommunications technicians IT and telecommunications trades Metal trades Building professionals Non-building electrical/electronic trades Health professionals Top 10 skill shortages by location

  26. Queensland Business professionals Non-building professional engineers Non-building engineering associates and technicians IT and telecommunications professionals IT and telecommunications technicians Building associates and technicians Building professionals IT and telecommunications trades Health professionals Nurses South Australia Non-building professional engineers Health professionals Building professionals Non-building engineering associates and technicians Carpenters and joiners Plumbers Building associates and technicians IT and telecommunications professionals Nurses Business professionals Top 10 skill shortages by location

  27. Western Australia Building professionals Non-building professional engineers IT and telecommunications professionals Building associates and technicians Non-building engineering associates and technicians Business professionals IT and telecommunications technicians IT and telecommunications trades Nurses Carpenters and joiners New Zealand Building professionals Non-building professional engineers Non-building engineering associates and technicians Building associates and technicians Business professionals Carpenters and joiners Metal trades Electrical trades (building) Non-building electrical/electronic trades Plumbers Top 10 skill shortages by location

  28. Special sectionImpacts of full employment

  29. Two thirds of the respondents believe Australia is at full employment so despite the persistent problems of finding suitable candidates, a third are unsure or disagree. Half see full employment as a good opportunity for their industry. Nearly a half consider boosting participation of the untapped workforce as worthwhile. Only a quarter see full employment as a threat to the recruitment industry 67 14 19 Australia is at full employment The low unemployment rate is a good thing for the recruitment industry because 50 26 24 desperate employers will seek our help Low unemployment is a threat to our industry as it makes it more difficult for us 49 25 26 to solve our clients' recruitment problems The Federal Government should be doing more to boost participation rates for 38 49 13 those Australians not in the workforce. Boosting participation of the untapped workforce (older workers etc) is simply 24 28 48 'scraping the bottom of the barrel' for workers. 12 43 45 Labour surpluses are happening in some industries 0% 20% 40% 60% 80% 100% %Agree %Neutral %Disagree • Difference from average • SA & particularly WA agree more that Australia has full employment • There are no other substantial state differences

  30. Surpluses None were mentioned In capital cities, relocation schemes are required Shortages Eight nominated all industries Automotive Manufacturing Building and engineering Mining and exploration Health and medicine Professional services Banking finance and insurance Industry surpluses and shortages

  31. What the government can do • Better incentives for employers to take on unskilled employees and train them – 11 • Childcare allowances – 2 • Encourage migration – 2 • Education and training for people with disabilities – 2

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