Experis is all about people. And we really get tech - from cybersecurity, business intelligence, and project services to digital marketing, dev ops, and more. This is what distinguishes us from employment agencies: we are your ultimate team of specialised IT recruiters.
We connect businesses to the IT talent they need. The world of IT moves fast. Stay agile with us.
Businesses rely on Experis to help them adapt to change, accelerate crucial initiatives, and seize big opportunities. We go beyond what other employment agencies do when it comes to IT. Whether it’s contract or permanent positions, one-off or large-scale projects, our dedicated teams can connect you to the specific IT vertical to help you.
We assist professionals find rewarding and challenging employment opportunities where they can develop and reach their fullest potential.
Consult with us for your career change, see your job prospects, or directly apply for a role.
THOUGHT LEADERSHIP
The report measures the well-being, job satisfaction, and confidence of the global workforce, examining 12 benchmarks of worker satisfaction to provide insights for employers to improve talent management and stay competitive in the global market.
Universities are under significant funding pressures. Government policies, such as the Job-Ready Graduates package,as well as changes in migration policy, have made student enrolment revenue less predictable. On top of that, securing research funding has become more challenging, making it harder to focus on your core missions of teaching and research.It’s essential to find ways to free up funds for what matters most so you can stay on track. Managing your biggest costs such as staff and contractors can help you allocate resources more effectively and avoid unexpected expenses. Here are some key strategies to help your university manage costs and stay focused on what is most important:Build your specialised workforceInfrastructure and digital transformation projects are essential to keep your university at the cutting edge. However, finding the right people to bring these projects to life isn’t always easy, especially when you need specialised skills for short-term or long-term engagements. This is where partnering with a specialist talent solutions agency can make a real difference.ManpowerGroup’s specialist IT business, Experis, supports many universities across Australia in sourcing highly specialised IT talent needed for some of their largest transformation projects. With our deep networks and access to hidden talent pools, the Experis team is perfectly placed to connect you with the experts who are otherwise considered impossible to find.Manage your contingent workforce Many universities choose to employ a large portion of their workforce on a contingent basis because of the unstable nature of university funding. This approach makes financial sense; however, it also comes with risks. Cases of contractor underpayment, as reported to Fair Work, show how easily things can go wrong. Even if underpayment is unintentional, accusations of ‘wage theft’ can seriously damage a university’s reputation, especially since these institutions are highly trusted by the community.Managing a contingent workforce is complex. It requires systems and processes that are very different from those used for permanent employees. Ensuring that contingent workers are paid correctly takes more people, expertise, and specialised systems. Specialised providers who manage large-scale contingent workforces can help universities reduce the risks involved in employing non-permanent staff.ManpowerGroup’s Talent Solutions TAPFIN business alleviates the risk associated with managing a contingent workforce by providing organisations with the outsourced expertise and technology required to source, manage, and develop their non-permanent employees seamlessly. The Talent Solutions team ensures compliance and handles everything from onboarding to payments and offboarding, reducing risk and keeping operations smooth.Streamline recruitment costsMany universities operate in a highly decentralised way, with schools, centres, and even campuses running independently. This setup can lead to inefficiencies, especially when resources are duplicated. However, some argue that centralised management doesn’t always meet the needs of smaller entities because centralised human resources (HR) functions can be slow and cumbersome. It’s not uncommon to hear about universities losing top candidates to competitors simply because their internal recruitment process is too slow. Given that people costs are one of the biggest expenses for universities, centralising all talent management activities can lead to substantial savings and better visibility of costs.Partnering with the experts at Talent Solutions RPO to centralise management of your permanent workforce through a recruitment process outsourcing program can reduce costs significantly. Talent Solutions RPO can support universities by speeding up hiring, cutting expenses, and providing clearer insights into your workforce.Plan for future talent needsIt’s essential to have the right talent in place to manage both new and existing infrastructure to keep a university running smoothly over the long term.While universities usually have strong strategic plans, they often overlook the specific workforce needed to make those plans a reality. This is where strategic workforce planning comes in; it helps identify and fill any gaps in staffing before they become a problem.ManpowerGroup’s Talent Solutions Right Management team is a proven industry leader in supporting organisations to build a strategic workforce plan and implement it successfully. Right Management offers leadership and coaching solutions, career development programs, mobility and change programs, and outplacement support services. Its experience is unparalleled and is proven to lower long-term costs by improving retention and upskilling existing employees to build the workforce required, reducing the need to recruit externally.Enrolling your university in talent for tomorrowAt ManpowerGroup, we believe that meaningful, sustainable employment has the power to change the world. We help build a brighter future for everyone by connecting talented people with innovative companies. Discover how four major trends are shaping talent dynamics in the Australian tertiary education sector and learn how you can futureproof your university’s staffing and development strategies with ManpowerGroup’s end-to-end talent management expertise. Read the full Shaping the Future Workforce: Trends Transforming the Australian Tertiary Education Sector report to see how we can help your university succeed.
Trends Transforming the Australian Tertiary Education Sector: A Guide for Australian Tertiary Education People ManagersThe tertiary education sector drives the nation's intellectual and economic growth. Despite challenges like the pandemic and financial constraints, it continues to innovate through research and technology. This report explores four key trends—funding pressures, technological advancements, workforce development, and regulatory changes —shaping the workforce and guiding future staffing strategies.
According to ManpowerGroup’s Q3 2024 Employment Outlook Survey, more than half of global large enterprises with more than 5,000 employees (52%) are currently using AI. European employers are more cautious (43%) when compared with the global average. One third (33%) of respondents, who are not current users, say their organization plans to roll out AI tools in the next three years.1
The ManpowerGroup Employment Outlook Survey provides employers and employees with a forward-looking perspective on hiring in your area.Read the most recent reports from the last 12 months.
The report examines 14 critical trends influencing the future of work that offerinsights into both employee and employer perspectives.
Impacts of changing technology priorities on hiring - Australian IT sector in 2024The Australian IT sector is experiencing a significant transformation in hiring trends. The government's continued support for digital transformation and technology startups has traditionally fuelled growth in this sector. However, economic fluctuations, global market trends, and the rapid evolution of technology are reshaping the demand for IT skills. As industries across the country increasingly integrate digital solutions, the demand for specialised IT professionals is becoming more pronounced. This evolving scenario places a unique demand on industry leaders to strategically align their workforce with changing market needs, ensuring that their teams are equipped with the skills required to drive future growth and innovation.Navigating the evolving IT job marketThe latest data from the Experis Tech Talent Outlook (ETTO) report shows hiring intentions within the Australian IT sector declined significantly throughout 2023, driven largely bya shift in the specialist skillsets required by major technologyemployers.1While just 29 per cent of Australian employers expect to increase their headcount in the first quarter of 2024, this cooling in hiring intentions was not unexpected; in fact, it was anticipated after the record-high expectations observed in mid 2023, and reflects a reprioritisation of technology investments across various industries. This shift impacts the type and volume of IT talent required in the market. Large technology employers are now more cautiously evaluating priority projects for the new year in an approach that suggests a focus on strategic hiring aligned with specific organisational needs, rather than mass recruitment. Interestingly, this change is attributed more to the evolving priorities of major technology employers rather than a shortage of IT talent.There are four key areas of interest that are influencing the demand for talent:Generative AI: generative artificial intelligence (AI) technologies, including advanced machine learning (ML) and natural language processing (NLP) models, are transforming how businesses operate. This trend is driving a high demand for roles in AI development, ethical AI governance, and application integration, as companies leverage these technologies for innovation, personalisation, and efficiency. Consequently, there's an increasing need for skilled professionals who can develop, manage, and ethically implement AI solutions.Automation: automation, underpinned by robotics and AI, is streamlining processes across various industries to replace manual work while enhancing efficiency and accuracy in tasks like data entry, customer service, and even decision-making. This has created a growing demand for professionals with expertise in robotics, process automation, and system integration, alongside those who can oversee and manage these processes.Data and analytics: the ability to analyse and derive insights from vast amounts of data is crucial for business decision-making and strategy. As data becomes more integral to business operations, proficiency in data analytics is becoming a sought-after skill. This trend is fuelling demand for more data scientists, analysts, and engineers who can handle big data, perform complex analyses, and communicate insights effectively.Cyber and digital security: the increased reliance on digital technology has elevated the importance of robust cybersecurity. Businesses are keenly aware of the risks posed by cyber threats and data breaches, leading to heightened demand for cybersecurity professionals. Roles in this field include cybersecurity analysts, engineers, ethical hackers, and compliance/governance specialists, with a focus on protecting organisational data, infrastructure, and digital assets. The trend emphasises the need for both technical skills in security and an understanding of regulatory requirements and risk management.Hiring trends reflect shifting prioritiesFor technology leaders, these trends signal a need for more strategic workforce planning. The focus should be on acquiring skills that align with evolving technology priorities. As demand dynamics shift, businesses must adapt their hiring strategies to secure talent that can drive innovation and meet new market challenges.In the broader industry context, these changes are likely to influence the overall demand levels for IT professionals. Companies may seek more specialised skills to support specific technological advancements or projects, which could lead to increased competition for niche talent, affecting salary expectations and job market dynamics.It’s essential that organisations are aware of these changes and prepare their businesses to navigate the evolving landscape effectively. A strategic approach to talent acquisition and management will be crucial in maintaining competitiveness and driving growth in this evolving environment.
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