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Powering the Future of Work
Manpower® is a global leader in contingent staffing and permanent recruitment. Through our worldwide network of offices, we provide rapid access to a highly qualified and productive pool of candidates across a broad range of role types.
In Australia, we focus on creating powerful connections between organisations and the talent they need to enhance their competitiveness and unleash their workforce potential. By creating these powerful connections, we help everybody achieve more than they imagined and power the future of work.
Associates on assignment globally
600,000
Individuals connected to meaningful work each year
1m+
Client partnerships
400,000+
Fortune 500 companies working with us
125+
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Whether you are looking for your next permanent hire, a single individual for a short-term assignment or 100 people to deliver a project, we have you covered.
ManpowerGroup Employment Outlook Survey Q1 2025
+11% Australia Net Employment Outlook
Small Organisations (10 - 49) remain the most optimistic, recording a NEO of +23%
Information Technology employers reported the highest local hiring intention
Employer Toolkit
Q1 2025 ManpowerGroup Employment Outlook Survey
Forward-looking perspective on hiring in your state and industry for January to March.
Top Strategies for Employee Retention: Enhancing Engagement and Satisfaction
In the current competitive job market, maintaining a steady and effective workforce has made employee retention a top priority for firms. With the evolving landscape shaped by the pandemic, challenging economic markets and ongoing talent shortages, companies must adapt their retention strategies to meet the changing needs and expectations of their employees. Here, we explore current trends in employee retention strategies and provide practical tips for enhancing employee engagement and satisfaction.Embrace Flexible Work ArrangementsThe rise of the remote workforce has transformed how businesses operate. Employees increasingly value flexibility, whether through remote work options or hybrid models that blend in-office and at-home arrangements. Organisations that offer flexible scheduling can improve the workplace experience and significantly boost employee satisfaction. A culture of trust and autonomy can be promoted by implementing a contract of employment that takes these flexible alternatives into account.Invest in Employee DevelopmentProfessional growth is a key driver of engagement in the workplace. Providing opportunities for ongoing education, such as seminars, online classes, or mentorship initiatives, demonstrates that you care about your employees’ future. Establishing performance improvement plans can help identify skills gaps and set clear paths for career advancement, ultimately enhancing workforce engagement.Prioritise Employee Well-beingWell-being programs are essential for a healthy workplace environment. This includes offering sick leave policies that allow employees to recharge without penalty. Through the cultivation of a health-conscious culture, organisations can reduce burnout and improve overall employee engagement. Research shows that 1 in 5 Australian adults experiences a mental health condition, highlighting the importance of robust employee engagement and support strategies for enhancing retention. Incorporating mental health days and wellness resources is a progressive approach to supporting staff engagement.Foster a Positive Workplace CultureCreating an inclusive and supportive workplace culture is vital for employee retention. Encourage open communication, recognise achievements, and promote colleague engagement through team-building activities. Employee loyalty to the company increases when they feel appreciated and part of the team. Consider regular feedback loops to gauge employee satisfaction and make necessary adjustments.Implement Comprehensive HR Management PracticesEffective human resource management (HRM) practices are foundational to retaining top talent. Ensure that human resources services are accessible and responsive, offering employees the support they need. Familiarise staff with national employment standards and ensure compliance, reinforcing a sense of security within the workplace.Utilise Technology for EngagementLeveraging technology can enhance employee engagement by streamlining communication and feedback processes. Virtual team meetings and tools for remote collaboration can help distant teams connect, which will increase engagement at work. Regular check-ins via HR information systems can help track employee sentiment and productivity, allowing for timely interventions when necessary.ConclusionEmployee retention is not just about avoiding turnover; it's about creating an environment where employees feel engaged, valued, and inspired to contribute. By embracing flexible work arrangements, investing in development, prioritising well-being, fostering positive culture, implementing strong HR practices, and utilising technology, organisations can enhance employee satisfaction and ensure long-term retention. In today’s dynamic work environment, these strategies are not merely optional - they are essential for thriving in the modern workforce.Employer Toolkit
The Importance of Diversity and Inclusion in the Workplace
In today’s rapidly evolving work environments, diversity and inclusion are more than just buzzwords—they are essential components of a thriving and innovative workplace. 84% of HR professionals say that equitable employers who prioritise diversity, equity, and inclusion (DEI) outperform their competitors by fostering a culture that respects and values the unique perspectives, needs, and potential of their diverse workforce. This inclusive approach builds deeper trust and commitment among employees, driving overall success and growth.Understanding Diversity and InclusionDiversity and inclusion are two related but distinct concepts. Diversity refers to the representation of different groups within a workplace, including various genders, races, nationalities, sexual orientations, and identities. Inclusion, on the other hand, involves creating an environment where the contributions, presence, and perspectives of all individuals are valued and integrated into the fabric of the organisation.A workplace needs to be more than just diversely represented in order to be considered truly inclusive. It must ensure that all employees, regardless of their backgrounds, feel equally involved and supported across all areas of the business. This means encouraging diversity not simply within certain areas but also at all tiers, from leadership to recruitment.The Benefits of Diversity and Inclusion in the WorkplaceResearch has consistently shown the benefits of diversity in the workplace, including:Higher Revenue Growth: Organisations with diverse workforces tend to have higher revenue growth. Different viewpoints encourage innovation and creativity, which improves decision-making and problem-solving.Greater Readiness to Innovate: Inclusive workplaces are 6 times more likely to innovate and adapt to change. When employees feel valued and included, they are more likely to contribute unique ideas and solutions.Increased Ability to Recruit a Diverse Talent Pool: Organisations known for their inclusive cultures attract a broader range of candidates, enhancing their talent pool and increasing their chances of finding the best fit for each role.Higher Employee Retention Rates: Inclusive workplaces have 5.4 times higher employee retention rates. Employees who feel their contributions are valued and respected are more likely to stay with the company long-term.Enhanced Employee Engagement and Morale: Inclusive practices lead to higher levels of employee engagement, job satisfaction, and morale. Employees are more driven and devoted to their tasks when they have faith that they will receive fair treatment and that their opinions will be taken into consideration.Moving from Diversity to InclusionAchieving diversity is the first step Establishing inclusive environments is essential for firms to fully reap the benefits of a diverse work environment. ManpowerGroup's insights on workforce diversity and inclusionalso suggest that inclusive practices can significantly enhance employee engagement and retention. Here are some strategies to foster inclusivity in the workplace:Get Buy-In from Leadership: The commitment to inclusivity must start at the top. Make sure your leadership team is prepared to lead inclusion initiatives by educating and including them in the significance of DEI.Integrate Inclusivity into Core Values: Make inclusivity a core part of your company’s values. Periodically revisit and update these values to reflect your commitment to creating an inclusive work environment.Model Inclusive Language: Encourage the use of inclusive language in all professional communications. This includes using preferred pronouns and avoiding gender-specific terms that may not apply to everyone.Create Safe Spaces: Provide safe and private spaces for all employees, such as gender-neutral restrooms, lactation rooms, and quiet workspaces. For remote workers, create digital safe spaces by encouraging the use of preferred pronouns in email signatures and allowing flexible scheduling for personal needs.Develop Employee Resource Groups (ERGs): Establish ERGs to provide support and networking opportunities for employees from various backgrounds. These groups can play a crucial role in promoting a sense of belonging and community within the workplace.Emphasise Continuous Feedback: Encourage a culture of continuous feedback through regular one-on-one meetings and open dialogue. This helps build trust and allows employees to express their needs and concerns openly.Celebrate Inclusivity: Host events and initiatives that celebrate diversity and promote inclusivity. These could include cultural awareness days, guest speakers, or diversity training sessions.Ensure Accessibility: Make your workplace accessible to all employees, including those with disabilities. Conduct regular assessments to identify and address any accessibility issues.ConclusionDiversity and inclusion in the workplace are not just moral imperatives, but also critical drivers of business success. By fostering a diverse and inclusive work environment, organisations can unlock the full potential of their workforce, leading to greater innovation, higher employee satisfaction, and sustained growth. Embrace diversity, champion inclusion, and cultivate a workplace where everyone can thrive.ManpowerGroup Talent SolutionsTalent Solutions exemplifies effective implementation of diversity, equity, inclusion, and belonging (DEIB) initiatives within the contingent workforce. We provide comprehensive support, including training for leaders, specialised tools for managers, and the management of DEIB programs tailored to client needs. By focusing on sustainable engagement of inclusive talent, ManpowerGroup Talent Solutions demonstrates how organisations can proactively foster an inclusive environment, ensuring that every employee feels valued and empowered.Discover how ManpowerGroup Talent Solutions can help your organisation integrate DEIB into your workforce strategies. Contact the teamtoday to learn more!Employer Toolkit
Mastering Interview Questions: A Guide for Hiring Managers
In current competitive job market, preparing thoroughly for an interview is crucial to discover the ideal applicant for your team. It is imperative for leaders to ask the proper questions during interviews to ensure that the candidate is a perfect fit for your company culture as well as to assess talents. Here are some key techniques to improve your interviewing process and choose the most qualified applicants.Crafting the Right Interview QuestionsClearly defining the qualities you are seeking in a candidate is essential before you even start the interview process. The first step in this process is to create focused interview questions. Effective job interview questions go deeper into the candidate's values, capacity for growth, and mentality than just their resumeTip: Use open-ended questions that encourage candidates to elaborate on their experiences. For instance, instead of asking, "Did you lead a project?" try, "Can you describe a project you led and the impact it had on your team?"Preparing for the InterviewThe secret to a successful interview is preparation. Learn some standard interview questions, then modify them to suit your requirements. Think about the duties of the position and the abilities required to succeed in it.Common Interview Questions:What motivated you to apply for this position?Can you share an experience where you overcame a big challenge?How do you prioritise your tasks when managing multiple projects?Having a structured list of questions will help maintain focus and ensure that you're covering all necessary topics.Creating a Collaborative Interview EnvironmentInvolve multiple team members in the interview process. This not only helps in gathering diverse perspectives on the candidate but also creates a more comprehensive evaluation of their compatibility with the team.Tip: Each interviewer should have a specific focus, such as assessing technical skills, cultural fit, or problem-solving abilities. Rotate roles during the interview to provide a balanced evaluation.Encouraging Candidate QuestionsA successful interview is a two-way street. Encourage candidates to ask questions about the role, team, and the culture of the organisation. This helps you understand candidates' priorities and motivations in addition to assisting them in determining how well they fit.Analysing Candidate ResponsesAs you ask your interview questions, pay attention not only to what the candidates say but also how they say it. Look for confidence, clarity, and enthusiasm in their responses.Tip: Take notes during the interview to capture key points. This will be invaluable when discussing candidates with your team later.Providing Feedback and Next StepsAfter the interviews are over, it's good practice to discuss the results with others, especially other leaders who will be engaging with the successful candidate, and make collective decisions. Be open and honest about the reasons behind your preference of some candidates over others.Tip: Always communicate next steps to candidates, regardless of the outcome. This helps maintain a positive relationship and enhances your employer brand.ConclusionBy being prepared, asking the right questions and crafting a compelling interview process, you can significantly improve your chances of hiring top talent. Remember, every interview is not just about evaluating candidates—it is also about representing your company and its values. With thorough interview preparation and a structured approach, you can attract and retain high performers who will contribute to your organisation's growth.Employer Toolkit
How to Write an Effective Job Description: A Comprehensive Guide
Creating a job description that is both clear and compelling is crucial to drawing in excellent applicants and laying the groundwork for an effective hiring procedure. A strong job description is an essential tool for communicating expectations and attracting the best candidates, whether you're hiring for a customer service representative position or any other position in your company.Job Title and SummaryTo make sure the relevant candidates see your posting, start with a job title that is precise and focused. To improve search visibility, stay away from internal jargon and utilise common experience levels like "Senior". Start with a compelling, eye-catching synopsis that gives a general idea of your business and the requirements for the role. To attract top talent, emphasise your company's mission, culture, and any advantages.Example: Senior Customer Service Representative - Join our team at XYZ Company, where customer satisfaction is our top priority. We're seeking an experienced individual to handle customer inquiries and ensure exceptional service delivery. This role offers an opportunity to contribute to a dynamic team in a fast-paced environment.Description of ResponsibilitiesUsing a job responsibilities template or job duties template, clearly define the main duties, responsibilities, and goals of the position. For the position of customer service representative, provide certain duties like answering questions from customers, fixing problems, and guaranteeing their satisfaction. To guarantee clarity for prospective applicants, the description of responsibilities should closely correspond with the job role description and the job profile description. Example: Respond to customer inquiries via phone, email, and chat in a timely and professional manner.Resolve customer issues promptly and escalate complex cases to the appropriate department.Maintain accurate records of customer interactions and transactions.Ensure customer satisfaction and provide feedback to the customer service team to improve service quality.Collaborate with other departments to address customer needs and improve overall customer experience.Job Specifications and RequirementsMake use of a job specification template to outline the necessary education, training, and work experience. Provide the hard skills(like CRM software expertise) and soft skills (like communication abilities) that are required for the position. Make sure the job description template or employee job description template has all the information required to draw in a varied application pool.Example: Bachelor's degree in Business Administration or related field preferred.Minimum of 3 years of experience in customer service or a related field.Proficiency in CRM software and MS Office Suite.Excellent communication skills, both written and verbal.Ability to multitask, prioritise, and manage time effectively.Company Culture and DiversityIn order to attract potential candidates, briefly outline your company's mission, vision, and special benefits. To demonstrate why your business is a wonderful place to work, including details about your team dynamics, growth possibilities, and office culture. To give candidates a better idea of the position, mention the hiring manager and the way the position fits into the team structure. Draw attention to initiatives taken to accommodate a range of skills and backgrounds, mentioning any particular policies or programs that promote the creation of job role descriptions and job profiles.Example: At XYZ Company, we foster a collaborative environment where growth opportunities are abundant. We value diversity and inclusion, promoting a workplace where every voice is heard. Join a team that values teamwork, innovation, and a commitment to excellence.Benefits and SalaryEmphasise the advantages provided, like flexible work schedules, chances for professional growth, and competitive pay. Most of applicants believe that knowing the wage range is important when applying for employment. To help draw in the best applicants, clearly define the salary range. Providing compensation details can have a big influence on a candidate's decision to apply and shows transparency. Example: Salary range: $55,000 - $60,000 annuallyCompetitive salary commensurate with experience.Flexible work hours and work-from-home options.Professional development opportunities and ongoing training programs.Health benefits package, including medical, dental, and vision coverage.Company-sponsored events and team-building activities.Companies that take the effort to craft precise and in-depth job descriptions stand a better chance of drawing in top candidates and developing a staff that enhances organisational performance. Please get in touch with us if you need help creating a more unique job description or if you need help with any other step of the hiring process.Employer Toolkit
