A flexible environment
R ecruitment company Hays says the recruitment market this year will see jobs growth, flexible headcounts, a digital skills gap, wage pressure for highly-skilled professionals and work-life integration will be a key feature. At the end of 2016 Hays pointed to:
• The rise of flexible headcounts: 2016’s rapid rise in the use of temporary and contract assignments will continue in order to accommodate candidates’ demand for a more flexible lifestyle and employers’ desire for a more flexible headcount.
• Shortage of highly-skilled professionals:
A shortage of highlyskilled professionals will see New Zealand struggle to keep pace with labour demands. Increased labour market participation in 2016 did not keep up with demand and the gap between the skills employers need and those in the labour market will widen.
• Migrant reduction must be done wisely:
The Government’s plans to reduce the number of residency permits could be significant for industries where skills are in high demand and short supply, particularly engineering, technology, trades, finance and law. Hays suggests it should be done at the same time as New Zealanders are trained into skill-short areas.
• Creating jobs for those in demand:
Employers will create a role for a candidate with experience and skills in demand, even if they are not actively looking for a new team member at the time.
• Counter offers won’t impress:
The use of counter offers will continue to increase – to little effect – as employers attempt to retain a valued team member. But a pay rise, new job title or additional benefits rarely counter the reasons that led someone to look for, apply, interview then accept a job elsewhere.
Hays is also predicting some wage pressure this year in response to the shortage of highly-skilled candidates and that millennials’ work-life balance expectations will increase, and active-desking and work from home options will be used more often. Those working within a set workplace will expect greater flexibility around their hours.
“The concept of flexibility will be challenged as the gender diversity debate progresses to question employers’ policies and practices for working fathers and paternity leave. As a result, and with the working week becoming 24/7 in many knowledgebased sectors, the concept of work-life integration will come to the fore.
On technology and digital trends Hays says in a media statement that the hype of virtual and augmented reality tools will be replaced by genuine trials, starting with internal training and recruitment. For example, a virtual reality tour of an organisation’s offices and products or services to show what it’s really like to work there.
It also sees the customer experience at the forefront of what drives a business, adding to the shortage of digital skills and capability. And that cyber crime needs new recruits. “Organisations are shifting their focus to preventing cyber attacks rather than fighting them off as they occur. In 2017 this will see demand increase for candidates who can manage and assess risk as well as build ways to combat it.” The company also points to:
• Diversity: A commitment to diversity and the implementation of policies to effect real change will be seen, including changing workplace cultures to support inclusion.
• Adaption of traditional leadership hierarchies:
Millennials want a supportive boss who is a coach or mentor and offers a close, informal relationship. With millennials accounting for the highest percentage of the workforce, people managers will need to adapt accordingly.
• Apps to engage: Engagement remains a key issue, so expect more employers to utilise apps to gauge the pulse of their staff on a regular basis as opposed to one annual survey.
• Performance management evolves:
The situation will be similar for performance management, with more regular check-ins replacing the annual review, which generally leaves people less motivated than if they didn’t have a review at all.
“One of the biggest trends impacting employers in 2017 will be the shortage of highly-skilled and experienced candidates,” says Jason Walker, managing director of Hays in New Zealand. “There are a lot of strategies to try to bridge the skills gap, and one is certainly training up candidates who are otherwise a good fit for your organisation. Another is to encourage more apprenticeships. After all gaining technical knowledge and experience in an area of candidate demand is important for a secure longterm career – and this can be achieved through an apprenticeship just as it can through a degree or post-graduate qualification,” he said.
Lyn Lim has been appointed chair of Foundation North. She is a founding partner of Auckland law firm, Forest Harrison and also sits on the boards of Auckland University of Technology (AUT), Auckland Regional Amenities Funding Board and Public Trust and is a trustee of Asia New Zealand Foundation. Lim was formerly deputy chair of Foundation North. Alastair Bell succeeds Lim as deputy chair. He is a chartered accountant and also chair of the Centre for Social Impact, and a trustee of Motutapu Restoration Trust and Parnell Heritage. Foundation North, the community trust for Auckland and Northland, is New Zealand’s largest philanthropic trust. It distributes up to $40 million a year to not-for-profit groups in Auckland and Northland.
The Institute of Directors in New Zealand has announced the appointment of Glenn Snelgrove to the role of interim chief executive, following the resignation of Simon Arcus. Snelgrove is an experienced governance practitioner and serving member of the IoD and is currently a member of council, chair of the HR committee and chair of the Bay of Plenty branch committee. He also holds governance positions including as chair of the South Waikato District Council risk and audit committee, chair of the Lake Tarawera Wastewater steering committee and as a member of the Lake Rotorua Rotoiti Sewage steering committee.
M inter Ellison Rudd Watts announced that Lloyd Kavanagh, a senior partner in the firm’s banking and financial services division, has been elected chair of the firm. He replaces Cathy Quinn who will continue to lead the firm’s M&A and private equity team, as well as contributing in her external roles on the board of New Zealand’s Treasury and the New Zealand China Council.
Auckland branding agency Dow Design has signaled its move into the creation of digital customer experiences which align with brand promises appointing Michael Evans as digital director tasked with integrating design and digital more optimally.
Rabobank has announced the appointment of Sir Henry van der Heyden as chairman of Rabobank New Zealand, succeeding John Palmer who has retired from the board. The bank has also announced Scales Group managing director Andy Borland has joined the New Zealand board, filling the position left vacant by Palmer’s departure.
The former chair of global cooperative dairy giant, Fonterra, Sir Henry has been a director of Rabobank New Zealand since 2012.
Local financial advisory firm, Hobson Wealth Partners (formerly Macquarie Private Wealth NZ), has appointed Jenny Sutton as chair of its board of directors. Sutton is an independent advisor and strategist, and brings a diverse and highly regarded legal and commercial background to the position. Her strong commercial background was evolved through roles as a lead commercial litigator in high-end, substantial commercial and public law cases, a senior litigation partner at M inter Ellison Rudd Watts, a leading commercial and public law barrister, and as head of a national intellectual property law practice.
Roger MacDonald is Panuku Development Auckland’s new chief executive bringing a wealth of experience delivering multi-billion dollar developments across the globe. The Englishman has spent the last 20 years leading property and infrastructure projects in the Middle East, the UK, Europe, India, the US and Africa. The Panuku Board, chaired by Richard Aitken, led a global recruitment process to select a permanent chief executive. Interim chief executive John Dalzell led the organisation through its first year.
Jay Allnutt is the new CEO at Teach First NZ. A former secondary school teacher, he has worked in middle leadership roles in two schools serving lower-income communities. He joined Teach First NZ as director of strategy and operations in 2014 after a number of years working with its sister organisation, Teach First, in London. Allnutt has founded two charities focused on reducing inequality in education. Outgoing CEO and co-founder, Shaun Sutton, will be continuing his involvement and joining our Board as a Trustee.