The document summarizes the Australian employment market in 2013 and outlook for 2014 based on a presentation by Richard Dunlop and Christy Moses. It discusses that the 2013 market was relatively flat with cautious employer confidence. While forecasts don't predict major growth, companies remain focused on costs and efficiency. Restructuring has led to flatter organizational structures and challenges with career progression, affecting the recruitment landscape. Effective candidate management is important for efficient recruitment in the current environment.

1. 27TH FEBRUARY, 2014
PRESENTED BY RICHARD DUNLOP & CHRISTY MOSES

2. AGENDA
 PageGroup Overview
 Areas of Specialisation
 The Decade in Review
 What Did We See in 2013?
 Current Industry Trends
 Salary & Employment Forecast 2014
 Has the Recruitment Landscape Changed?
 Summary

3. PAGEGROUP OVERVIEW
GLOBAL COVERAGE

4. PAGEGROUP OVERVIEW
ASIA PACIFIC COVERAGE

5. MICHAEL PAGE SALES
ANZ COVERAGE

6. MICHAEL PAGE SALES
CAPABILITY AT ALL LEVELS

7. THE DECADE IN REVIEW
ANNUAL EMPLOYMENT GROWTH
NSW & Australia (2004-2013)

8. WHAT DID WE SEE IN 2013?
 Overall, similar trends to 2012 – flat market
 Subdued domestic market influenced by mixed global economic
conditions
 China continued to slow slightly
 The US continued to grow at a moderate pace
 The Euro area largely remains in recession
 Slowdown in mining had a negative impact on the economy and
signalled caution to other sectors - this appears to have stabilised
 Early announcement of the federal election halted business decisions
 Lean sales structures with little appetite to go for growth
 The collective effect was a relatively flat employment market

9. IS THE CURRENT MARKET THE “NEW NORMAL”?
 There are no forecasts for a large spike in the market
 Job volumes remain constant but employer confidence in making
hiring decisions remains low with additional „hurdles‟ for candidates to
jump
 Businesses are generally positive about the outlook for 2014
 We are yet to see this translate into large movements in business or
employment activity
 There is a level of comfort that the economy won‟t decline
 Companies are continuing to be “bottom-line” focused
 Increase in restructures within management teams

10. INDUSTRIAL SERVICES AND MANUFACTURING
Candidate registrations
 Increase in candidates
registering due to retrenchment
 Strong focus on streamlining
and restructures of large blue
chip organisations especially
cutting middle management
 Candidates from a leadership
background are taking sales
client facing roles due to lack of
opportunities in people
leadership.
Job registrations
 Growth coming for sales
focused individuals brought in
to explore new channels and
growth markets.
 Although some Australian
manufacturing going off shore
many of these clients are
investing heavily in sales and
marketing structures.
 New start ups in the Australian
market being explored by Asian
and European clients.

11. CONSUMER GOODS
Job registrations
 Most large blue chip business
reducing headcount not adding.
 Interesting opportunities arising
in small / medium sized
specialty business going
through growth.
 Certain consumer power
brands in this space are still
seeing year on year double
digit growth.
Candidate registrations
 Increase in candidate
registrations due to restructures &
retrenchments in global blue chip
organisations at middle
management and sales
representative levels.
 Candidates who have been
holding roles for 2-3 years are
now looking to explore new
opportunities but only willing to
move for premium roles.
 Candidates are willing to consider
small to medium sized business
as they more nimble and are
showing growth in the market.

12. BUSINESS SERVICES
Job registrations
 Clients are putting candidates
through very thorough interview
processes with a strong focus on
internal placements.
 Clients not willing to take risks
with external candidates if not
100% – teams have been
running lean with a high
performance culture.
 Regular re-structures & hiring
freezes in large organisations
while the medium and small
business space has seen
pockets of growth.
Candidate registrations
 The active candidate market is
made up predominantly of those
not currently in a role.
 Candidates from high
performing, stable environments
are keeping an eye on the
market but are very passive.
 Most candidates are now
focused on career progression &
stability over remuneration.

13. IT/T
Job registrations
 Telco vendors looking to
diversify their solutions and
have strong acquisition targets
in the IT space to enable
offerings of full end to end
solution.
 Most large organisations going
through restructures therefore
limited external hiring focus
within these companies
 Fewer international companies
looking to start up in Australia
Candidate registrations
 An increase in demand for true
solutions based sales people as
the market shifts from a
hardware sell to a
services/software sell
 This hasn‟t created growth
within this space but a shift in
skill set required from
candidates
 Remuneration & earning is a
strong focus for candidates
within this space

14. DIGITAL & MEDIA
Job registrations
 Relatively flat year after 2 years
of strong growth
 Majority of opportunities are
within the small to medium
sized business space with the
launch of new creative products
 A lot more consolidation within
the digital space – job
boards, group buying, property
websites
Candidate registrations
 Good candidates are risk
adverse to joining new start ups
and are opting for the more
established global players
 Still a candidate short market for
true experts within the digital
space
 Less movement from candidates
within this space due to
retention strategies from
employers

15. HEALTHCARE
Job registrations
 Increase in the amount of
contract sales positions in the
Pharmaceutical market.
 Specialist roles in medical
devices organisations are on
the increase.
 Consumables into hospitals are
finding the market tough and
the job market is very flat.
Candidate registrations
 Candidates are still seeing the
healthcare market as a
attractive market to work in.
 Candidates with strong
expertise in technical sales e.g.
cardiology are in demand.
 Candidates from clinical
specialist backgrounds i.e.
Nurses / Physio‟s are being
encouraged to move into sales
and education roles.

16. SALARY & EMPLOYMENT FORECAST 2014
RECRUITMENT ACTIVITY

17. SALARY & EMPLOYMENT FORECAST 2014
ATTRACTION & RETENTION

18. SALARY & EMPLOYMENT FORECAST 2014
ATTRACTION & RETENTION

19. HAS THE RECRUITMENT LANDSCAPE CHANGED?
In larger Sales structures, companies are continuing to „de-layer‟
THE EFFECT OF STRUCTURAL EFFICIENCIES
Traditional Structure

20. HAS THE RECRUITMENT LANDSCAPE CHANGED?
The result is flatter, leaner Sales teams
THE EFFECT OF STRUCTURAL EFFICIENCIES
Efficient Structure

21. HAS THE RECRUITMENT LANDSCAPE CHANGED?
 Employees can see lack of career progression, causing staff turnover
 Companies are short-term focused in their replacement strategy
 This is in-line with a shorter term goal focus / cost focus in a
challenging economy
 Candidates become more specialised – less breadth of skills/industry
knowledge
 Creation of perpetual „job recruitment‟ rather than career development
 Often outside the control of staff retention strategies if the next step
isn‟t realistically available
THE EFFECT OF STRUCTURAL EFFICIENCIES

22. HAS THE RECRUITMENT LANDSCAPE CHANGED?
 Group discussion
 Has the current environment affected your decision making when hiring new
employees?

23. HAS THE RECRUITMENT LANDSCAPE CHANGED?
THE EFFECT OF STRUCTURAL EFFICIENCIES

24. HAS THE RECRUITMENT LANDSCAPE CHANGED?
 Access to candidates is now far
easier
 Job boards provide an
un-targeted approach
 Aggressive LinkedIn campaigns
can have a detrimental effect
 Greater sophistication is
essential in effective candidate
management
MANAGING THE CANDIDATE MARKET
The difference between
passive and active candidates
is evaporating
Active Passive

25. SUMMARY
 The employment market proved to be steady throughout 2013
 Should we accept the current market as the „new normal‟?
 The outlook for 2014 continues to be cautious with some level of
optimism
 Companies continue to be bottom line focused
 There are longer term effects of efficiency restructures
 With greater access to a broad candidate pool, correct candidate
management is crucial for an efficient recruitment process and
company EVP