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Amy O’Rourke
Acumen Republic
(09) 354 0584 / (027) 2958 332
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Media Release

 

EMPLOYMENT EXPECTATIONS AT HIGHEST LEVELS SINCE GFC

Hudson Report reveals employment tide beginning to turn as re-build gathers pace in Canterbury

New Zealand – 26 SEPTEMBER 2013 – Hiring expectations have peaked to their highest level since third quarter 2008, with 33.7% of employers intending to increase headcount, according to the latest Hudson Report: Employment Trends released today1.

This result is up 3.2pp compared to the previous quarter and is largely being driven by rising expectations in the South Island where 52.6% of employers intend to hire next quarter (up 12.3pp).

“The Canterbury rebuild is taking shape as activity starts to shift from planning and design into delivery mode. This is creating a more positive economic environment and stronger hiring intentions,” said Roman Rogers, Executive General Manager, Hudson New Zealand.

There is particularly strong demand in Construction/Property/Engineering for project managers, civil engineers, surveyors, estimators and contract managers needed to support delivery programmes.

“Nationally there is an underlying confidence with household consumption and the manufacturing outlook up, although growth is likely to remain incremental in nature. Employers who have missed out on opportunities due to limited resources in lean times are now more confident and want to have the right capability to pursue future opportunities and growth plans,” he added.

Overall, more than half (57.0%) of employers intend to keep their staffing levels steady next quarter. Medium and large organisations have increased hiring expectations with more than a third of employers in each segment seeking to hire more people next quarter.

Nationwide, the Construction/Property/Engineering sector has the highest positive hiring intentions (51.2%), followed by Government (41.9%), Manufacturing (31.9%) and Financial Services/Insurance (30.2%).

In Government, demand is high in Canterbury for roles in supporting the rebuild activity. In Wellington, hiring demand is coming from increased activity among ministries to achieve efficiencies and goals ahead of the 2014 election, as well as a number of integration-related roles attached to super ministries. Demand continues to be high for ICT and policy/operational roles.

By profession, the recruitment outlook is strongest for Information, Communications & Technology (39.4%), followed by Financial Services (31.0%), Human Resources (26.8%), Office Support (22.8%), and Accounting & Finance (19.7%).

Information, Communications & Technology continues to perform strongly and there is particularly high demand for testers, project administrators and co-ordinators and schedulers which indicates that many IT projects are in the implementation and completion phases.

The Report also looked into how organisations are supporting people as they transition into new leadership roles. The research found that while 72.2% of New Zealand organisations provide targeted support to leaders transitioning to new roles, 85.3% thought more could be done to support transitioning leaders.

Types of support currently provided to transitioning leaders includes internal development programmes (92.9%), formal training/courses (51.4%), coaching (40.0%), profiling and mentoring (37.1%), external development programmes (31.4%) and career planning (24.3%).

“Transitioning people effectively, particularly leaders, is critical to success. Poor leadership often lowers team performance, productivity, engagement and increases turnover so the impact is significant,” said Rogers.

Common issues that can derail new leaders include: focusing too heavily on details, reacting negatively to criticism, intimidating others, jumping to hasty conclusions and micromanaging direct reports.

To minimise business risk around transitioning new leaders, Hudson recommends using strong assessment techniques and professional support and development, including:

  • one-on-one support to identify and address personal styles that can be detrimental to effective leadership, and to help build leadership capability
  • corporate inductions to help transitioning leaders better understand systems and processes and how to navigate their way around the organisation
  • appointing a sponsor to assist with introduction to the organisation and building relationships
  • proactively identifying future leaders and building their leadership skills and knowledge before they transition to a new role

1 Hudson surveyed 1,035 New Zealand employers about their hiring intentions October to December 2013

-ENDS-

Editor Note

Please contact us for more information, print-ready graphs or to arrange an interview.

Hudson has changed its reporting to achieve greater transparency and consistency across markets. This makes it simpler to compare results and geographical variations. From now on, Hudson will report on three findings: the percentage of employers intending to increase staffing levels, those intending to maintain them and those intending to decrease headcount. 'Intention to hire' refers to the proportion of employers intending to hire more employees during the forthcoming quarter. Hudson will no longer use the 'net effect' figure.

About Hudson

Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, recruitment process outsourcing, talent management, outplacement and eDiscovery. We help our clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques. With more than 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results. More information is available at Hudson.com.

Forward-Looking Statements

This press release contains statements that the company believes to be "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. All statements other than statements of historical fact included in this press release, including statements regarding the company's future financial condition, results of operations, business operations and business prospects, are forward-looking statements. Words such as “anticipate,” “estimate,” “expect,” “project,” “intend,” “plan,” “predict,” “believe” and similar words, expressions and variations of these words and expressions are intended to identify forward-looking statements. All forward-looking statements are subject to important factors, risks, uncertainties and assumptions, including industry and economic conditions' that could cause actual results to differ materially from those described in the forward-looking statements. Such factors, risks, uncertainties and assumptions include, but are not limited to, global economic fluctuations; risks related to fluctuations in the company's operating results from quarter to quarter; the ability of clients to terminate their relationship with the company at any time; competition in the company's markets; risks associated with the company's investment strategy; risks related to international operations, including foreign currency fluctuations; the company's ability to implement cost reduction initiatives effectively, including the recently announced restructuring programme; the company's dependence on key management personnel; the company's ability to attract and retain highly skilled professionals; risks in collecting the company's accounts receivable; the negative cash flows and operating losses that the company has experienced from time to time in the past may reoccur in the future; restrictions on the company's operating flexibility due to the terms of its credit facilities; the company's heavy reliance on information systems and the impact of potentially losing or failing to develop technology; risks related to our dependence on uninterrupted service to clients; the company's exposure to employment-related claims from both clients and employers and limits on related insurance coverage; volatility of the company's stock price; the impact of government regulations; and restrictions imposed by blocking arrangements. Additional information concerning these and other factors is contained in the company's filings with the Securities and Exchange Commission. These forward-looking statements speak only as of the date of this document. The company assumes no obligation, and expressly disclaims any obligation, to update any forward-looking statements, whether as a result of new information, future events or otherwise.

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HUDSON
Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.