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Facilities Management

April - June 2015

In New South Wales we are seeing an increase in hiring intentions for both temporary and permanent staff. Service providers who have contracts up for review are covering roles with temporary options or trying to shore up existing contracts with a permanent hire.

Demand for permanent staff is being driven by employers’ requirements for high quality candidates that in house recruitment teams cannot access. There has been particular interest in internal Facilities Managers at a more junior level.

The number of candidates has remained fairly static but those with a desirable level of experience are still limited in the market. Employers continue to focus on candidates with soft skills, especially in the areas of client liaison and service provider management. As always, it is essential for candidates to have the right attitude for junior roles.

In the ACT, two Federal Government outsourced contracts will be announced this quarter, and more are expected throughout the year. These contracts will have a big impact on the private and government sectors and create new job opportunities.

In Queensland, staffing levels vary depending on mining activity and whether mining companies are currently undergoing large shutdowns. Employers prefer candidates with multiple skills in areas such as housekeeping and catering so they can multi-task and come in handy when companies become short staffed in different sections.

With an increase in organisations outsourcing their asset and facilities management to service providers in Victoria, there has been more recruitment activity across most service providers. Most employers are sourcing candidates locally as their timeframes for recruitment are limited and they need to meet contract requirements to mobilise staff quickly.

In terms of skills in demand for the April – June 2015 quarter, we’re seeing a high demand for Facilities Managers. As assets undergo technical and maintenance upgrades, Mechanical Facilities Managers with NV2 clearance and extensive knowledge of projects and facilities are in demand. Candidates with previous CBD commercial experience are also sought after to fill temporary roles. There is also demand for entry- to mid-level Managers.

There is a shortage of suitably qualified Chefs who are willing to travel to remote sites for designated periods. This is especially true for temporary roles.

Due to ongoing staff turnover and contract changes in the cleaning industry demand is high for Senior Cleaning Managers. Roles include Area Managers, Operations Managers and Client Service Managers. We are also seeing a need for talent at the supervisory level from SMEs.

There is also a short supply of good quality Maintenance Managers as the majority of trade-qualified candidates are from a construction, not a maintenance background. Demand for candidates with a trade background and experience managing large teams of trades staff is especially high for regional and remote roles.

In terms of candidate trends, applicants are beginning to secure multiple job offers and interview opportunities and often secure the first role that is offered to them. Employers with more direct processes are able to offer immediate starts, clearance checks permitting, Candidates are starting to be more flexible when discussing and accepting contracting roles.


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