Hudson

✨ Exciting news ✨ It is with immense pride and gratitude that I officially announce that I have been given the privilege of being elected as the next WIC President. From the very first time I was introduced to this incredible organisation and attended an event, I knew that if I ever had the opportunity to one day lead it, I would. Now, that day has come! I don’t take for granted that I am in this role standing on the shoulders of the amazing women who came before me. Tara Searle, Megan James and Jessica O'Meara you paved the way with passion, purpose and persistence and to you, I say thank you. I am excited for the opportunity to lead WIC Women in ICT and the newly appointed Board through a transition that will see the organisation secure its future long after we are gone, advocating for #genderequity in the #techsector. 📅 2025 marks WIC’s 25th anniversary – a monumental milestone that few volunteer-led organisations achieve. We have a huge year ahead and I invite you to be part of it! Here’s how you can get involved: 👉 Attend our events – get your tickets early to secure your spot (they sell out quickly) 👉 Become a sponsor and join us in driving positive change 👉 Host a student for the Work Experience Connection Program and play an active role in shaping the future of tech talent #womeninict #womenintech #nonprofitorganisation #community #WIC #WomeninICT Lynn White Surabhi Mishra Rae Knopik Rachel Smith-Cianchi Mat Franklin Jade Carson Angkana W. Jessica Eustace Farryn Brousek Kevin Landale Sampurna Sen

𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚’𝐬 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐢𝐨𝐧 𝐇𝐢𝐭𝐬 𝐍𝐞𝐰 𝐇𝐢𝐠𝐡𝐬: 𝐖𝐡𝐚𝐭 𝐓𝐡𝐢𝐬 𝐌𝐞𝐚𝐧𝐬 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 In October 2024, Australia’s 𝐩𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞 reached a strong 𝟔𝟕.𝟐%, with: ▪️ 𝐌𝐚𝐥𝐞 𝐩𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐢𝐨𝐧 𝐬𝐭𝐞𝐚𝐝𝐲 𝐚𝐭 𝟕𝟏.𝟑% ▪️ 𝐅𝐞𝐦𝐚𝐥𝐞 𝐩𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐢𝐨𝐧 𝐫𝐞𝐦𝐚𝐢𝐧𝐞𝐝 𝐚𝐭 𝟔𝟑.𝟏% This upward trend in participation is a promising sign, reflecting more Australians actively engaging in the labour market. For employers, especially those in high-demand sectors, this increase in participation presents both opportunities and challenges. 𝐊𝐞𝐲 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬: 𝟏. 𝐄𝐱𝐩𝐚𝐧𝐝𝐢𝐧𝐠 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐨𝐨𝐥: A higher participation rate means a larger active workforce. Now is the time to refine hiring processes to attract the best candidates and take advantage of a broader talent pool. 𝟐. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐁𝐨𝐭𝐡 𝐓𝐚𝐥𝐞𝐧𝐭𝐬: With both participations remain, employers should enhance workplace flexibility and support structures to continue attracting and retaining talents. 𝟑. 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐆𝐫𝐨𝐰𝐭𝐡: Building a diverse workforce is more important than ever. By prioritising inclusivity and career growth, businesses can tap into the full potential of Australia’s growing workforce. Australia’s increasing participation signals resilience and opportunity. How will your organization harness this momentum to stay competitive? #ParticipationRate #WorkforceGrowth #Inclusion #TalentAttraction #Hudson

𝐑𝐢𝐬𝐢𝐧𝐠 𝐇𝐨𝐮𝐫𝐬 𝐖𝐨𝐫𝐤𝐞𝐝: 𝐖𝐡𝐚𝐭 𝐓𝐡𝐢𝐬 𝐌𝐞𝐚𝐧𝐬 𝐟𝐨𝐫 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚𝐧 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 In October 2024, 𝐦𝐨𝐧𝐭𝐡𝐥𝐲 𝐡𝐨𝐮𝐫𝐬 𝐰𝐨𝐫𝐤𝐞𝐝 𝐚𝐜𝐫𝐨𝐬𝐬 𝐚𝐥𝐥 𝐣𝐨𝐛𝐬 in Australia increased by 𝟓.𝟎 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐡𝐨𝐮𝐫𝐬 (0.3%), reaching a total of 1,971 million hours. This upward trend reflects not only growing economic activity but also the increased demand on Australia’s workforce. 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬: 𝟏. 𝐌𝐚𝐱𝐢𝐦𝐢𝐳𝐢𝐧𝐠 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲: With rising hours worked, it’s essential to ensure that increased workloads don’t lead to burnout. Employers can focus on balanced work allocation and productivity tools to maintain efficiency and employee well-being. 𝟐. 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐒𝐭𝐚𝐟𝐟𝐢𝐧𝐠 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬: The rise in hours worked suggests that flexibility is key. Consider flexible staffing models or the growing trend of compressed work weeks, helping to meet labour demands while accommodating employees’ preferences. 𝟑. 𝐒𝐤𝐢𝐥𝐥𝐬-𝐁𝐚𝐬𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐔𝐩𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠: More hours worked indicate a busy labour market, and skills shortages may exacerbate the pressure on existing employees. Embrace skills-based hiring and targeted upskilling programs to expand your talent pool and build a resilient workforce. With employment numbers growing and monthly hours worked on the rise, Australia’s labour market shows strong momentum. The challenge for employers is to harness this growth sustainably, balancing workforce demands with support for employees. #WorkforceTrends #Productivity #FlexibleWork #SkillsBasedHiring #Hudson

𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐃𝐲𝐧𝐚𝐦𝐢𝐜𝐬: 𝐈𝐧𝐟𝐥𝐨𝐰𝐬 𝐚𝐧𝐝 𝐎𝐮𝐭𝐟𝐥𝐨𝐰𝐬 𝐢𝐧 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚’𝐬 𝐉𝐨𝐛 𝐌𝐚𝐫𝐤𝐞𝐭 The latest data for September 2024 shows a dynamic flow of talent within Australia’s employment market: ▪️ 𝟒𝟖𝟐,𝟎𝟎𝟎 𝐩𝐞𝐨𝐩𝐥𝐞 𝐞𝐧𝐭𝐞𝐫𝐞𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 (new hires or re-entrants) compared to August. ▪️ 𝟑𝟗𝟏,𝟎𝟎𝟎 𝐩𝐞𝐨𝐩𝐥𝐞 𝐞𝐱𝐢𝐭𝐞𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭, resulting in a positive net employment growth for September. This contrasts with August 2024, where inflows (458,000) and outflows (463,000) balanced out, reflecting a stable yet shifting workforce. 𝐖𝐡𝐚𝐭 𝐃𝐨𝐞𝐬 𝐓𝐡𝐢𝐬 𝐌𝐞𝐚𝐧 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬? 𝟏. 𝐇𝐢𝐠𝐡 𝐓𝐮𝐫𝐧𝐨𝐯𝐞𝐫 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭: With such significant movement in and out of roles, retaining talent is as critical as attracting it. Regular employee engagement and career progression opportunities are essential to reduce outflow. 𝟐. 𝐎𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠 𝐟𝐨𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: The high number of new entrants highlights the need for effective onboarding processes. Ensuring new hires feel supported can improve retention and productivity in the critical early stages. 𝟑. 𝐒𝐤𝐢𝐥𝐥𝐬-𝐁𝐚𝐬𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠: In a market where inflows and outflows are constantly shifting, focusing on candidates’ skills rather than strictly experience helps expand your hiring pool and adapt to evolving needs. The employment landscape is in constant flux. Employers who recognise this and invest in 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭, 𝐨𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐬𝐤𝐢𝐥𝐥𝐬-𝐛𝐚𝐬𝐞𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 will be better positioned to navigate the shifts in Australia’s labour market. #WorkforceDynamics #EmployeeRetention #SkillsBasedHiring #TalentStrategy #Hudson

𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐒𝐤𝐢𝐥𝐥𝐬-𝐁𝐚𝐬𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐀 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐀𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞 𝐢𝐧 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚’𝐬 𝐓𝐢𝐠𝐡𝐭 𝐋𝐚𝐛𝐨𝐮𝐫 𝐌𝐚𝐫𝐤𝐞𝐭 With Australia’s employment reaching 𝟏𝟒.𝟓 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 and the unemployment rate holding steady at 𝟒.𝟏%, hiring critical talent in today’s market remains challenging. While traditional qualifications still play a role, the trend towards 𝐬𝐤𝐢𝐥𝐥𝐬-𝐛𝐚𝐬𝐞𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 is gaining momentum among forward-thinking employers who recognize the benefits of prioritizing skills over degrees or prior job titles. 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐒𝐤𝐢𝐥𝐥𝐬-𝐁𝐚𝐬𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠? Skills-based hiring shifts the focus to what candidates can do rather than the credentials they hold. By assessing specific skills directly relevant to the role, employers can: ▪️ Broaden their candidate pool (stop fishing in the same pond!) ▪️ Uncover untapped potential in underemployed groups (think youth, low SES, minority groups, mature age) ▪️ Ensure that candidates’ abilities align directly with job requirements (skills predict faster ramp to success than education). 𝐖𝐡𝐲 𝐍𝐨𝐰? 𝟏. 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧: With full-time employment rising (+29,800) and part-time employment also growing (+14,500), competition for skilled talent is fierce. Skills-based hiring enables employers to access a larger, more diverse talent pool by focusing on relevant abilities. 𝟐. 𝐓𝐚𝐩𝐩𝐢𝐧𝐠 𝐈𝐧𝐭𝐨 𝐔𝐧𝐝𝐞𝐫𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐝 𝐓𝐚𝐥𝐞𝐧𝐭: Australia’s underemployment rate sits at 𝟔.𝟓%, representing a talent pool of capable workers eager for more responsibility. By focusing on skills, employers can find hidden gems among those currently underemployed or in part-time roles. 𝟑. 𝐀𝐝𝐚𝐩𝐭𝐢𝐧𝐠 𝐭𝐨 𝐄𝐯𝐨𝐥𝐯𝐢𝐧𝐠 𝐍𝐞𝐞𝐝𝐬: As critical sectors like healthcare, technology, and engineering face skills shortages, skills-based hiring offers a way to 𝐟𝐢𝐥𝐥 𝐫𝐨𝐥𝐞𝐬 𝐛𝐚𝐬𝐞𝐝 𝐨𝐧 𝐜𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬, even if candidates lack traditional experience in the field. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐒𝐭𝐚𝐫𝐭 𝐰𝐢𝐭𝐡 𝐒𝐤𝐢𝐥𝐥𝐬-𝐁𝐚𝐬𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠: 𝟏. 𝐃𝐞𝐟𝐢𝐧𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 𝐟𝐨𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: Identify the core skills needed for each role—whether technical, analytical, or soft skills. This clarity helps filter candidates based on ability rather than background. 𝟐. 𝐔𝐬𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭𝐬: Implement assessments to evaluate specific competencies, enabling an objective measure of a candidate's readiness for the role. 𝟑. 𝐔𝐩𝐬𝐤𝐢𝐥𝐥 𝐚𝐧𝐝 𝐑𝐞𝐬𝐤𝐢𝐥𝐥: Invest in training programs for candidates with potential but limited experience. This allows employers to build talent from within, addressing skills shortages while offering career growth opportunities. 𝟒. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: Seek candidates who show adaptability, a critical skill in today’s fast-evolving workplace. #SkillsBased #TalentStrategy #FutureOfWork #Hudson

𝐇𝐢𝐫𝐢𝐧𝐠 𝐂𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐓𝐚𝐥𝐞𝐧𝐭 𝐢𝐧 𝐚 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐘𝐞𝐭 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐌𝐚𝐫𝐤𝐞𝐭: 𝐖𝐡𝐚𝐭 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐍𝐞𝐞𝐝 𝐭𝐨 𝐊𝐧𝐨𝐰 As of September 2024, Australia’s employment market continues to grow, with an additional 𝟒𝟒,𝟒𝟎𝟎 𝐩𝐞𝐨𝐩𝐥𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐝 and a balanced increase in both 𝐟𝐮𝐥𝐥-𝐭𝐢𝐦𝐞 (+𝟐𝟗,𝟖𝟎𝟎) and 𝐩𝐚𝐫𝐭-𝐭𝐢𝐦𝐞 (+𝟏𝟒,𝟓𝟎𝟎) roles. Unemployment remains stable at 𝟒.𝟏%, and youth unemployment has dropped slightly to 𝟗.𝟓%. So, what does this mean for employers seeking critical talent in this environment? 𝐇𝐞𝐫𝐞’𝐬 𝐖𝐡𝐚𝐭 𝐘𝐨𝐮 𝐂𝐚𝐧 𝐄𝐱𝐩𝐞𝐜𝐭: 𝟏. 𝐈𝐧𝐭𝐞𝐧𝐬𝐢𝐟𝐢𝐞𝐝 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧: With employment levels rising and nearly 15 million Australians in work, the talent pool for critical, skilled roles is tight. Key candidates, especially those with niche skills, are likely to receive multiple offers, making retention as critical as attraction. 𝟐. 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐃𝐞𝐦𝐚𝐧𝐝 𝐟𝐨𝐫 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲: The part-time share of employment stands at 𝟑𝟎.𝟗%, indicating a strong demand for flexible work arrangements. Candidates are increasingly seeking roles that balance work and life, making flexibility a must-have, not a nice-to-have. 𝟑. 𝐔𝐧𝐝𝐞𝐫𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲: While employment is high, underemployment at 𝟔.𝟓% suggests there’s untapped potential among those seeking more hours or roles that better match their skills. This presents an opportunity for employers to tap into a motivated talent pool. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐂𝐨𝐦𝐩𝐞𝐭𝐞, 𝐀𝐭𝐭𝐫𝐚𝐜𝐭, 𝐚𝐧𝐝 𝐑𝐞𝐭𝐚𝐢𝐧 𝐊𝐞𝐲 𝐓𝐚𝐥𝐞𝐧𝐭: 𝟏. 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐬 𝐚 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐀𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞: Offer hybrid work options, part-time to full-time transition paths, or compressed workweeks. Flexibility is a powerful attractor for top talent who value work-life balance. 𝟐. 𝐈𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐏𝐫𝐨𝐠𝐫𝐞𝐬𝐬𝐢𝐨𝐧: Create clear pathways for skill development and career advancement. Show candidates that you’re committed to their growth, whether they’re entering as part-time or moving into critical full-time roles. 𝟑. 𝐓𝐚𝐩 𝐈𝐧𝐭𝐨 𝐔𝐧𝐝𝐞𝐫𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐝 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐨𝐨𝐥𝐬: Look beyond conventional candidates to those underemployed and seeking opportunities for full-time or expanded roles. By offering them the hours and responsibilities they desire, you can gain access to skilled workers eager to contribute more. 𝟒. 𝐒𝐡𝐨𝐰𝐜𝐚𝐬𝐞 𝐘𝐨𝐮𝐫 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐭𝐨 𝐒𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: With economic pressures and labor market shifts, candidates are looking for secure, stable positions. Emphasize your organization’s long-term vision, commitment to employee welfare, and resilience in navigating the evolving market. The Australian job market is evolving, and with the right strategies, employers can attract and retain the critical talent they need to stay ahead. #HiringStrategies #Hudson

𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐞𝐬 𝐭𝐨 𝐆𝐫𝐨𝐰 𝐢𝐧 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚: 𝐇𝐞𝐫𝐞’𝐬 𝐖𝐡𝐚𝐭 𝐭𝐡𝐞 𝐍𝐮𝐦𝐛𝐞𝐫𝐬 𝐌𝐞𝐚𝐧 𝐟𝐨𝐫 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 September 2024 brought positive news for Australia’s job market, with 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐫𝐢𝐬𝐢𝐧𝐠 𝐛𝐲 𝟒𝟒,𝟒𝟎𝟎 to reach a total of 𝟏𝟒.𝟓 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐝 𝐩𝐞𝐨𝐩𝐥𝐞. Notably: ▪ 𝐅𝐮𝐥𝐥-𝐭𝐢𝐦𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 increased by 𝟐𝟗,𝟖𝟎𝟎, reaching over 𝟏𝟎 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐩𝐞𝐨𝐩𝐥𝐞. ▪ 𝐏𝐚𝐫𝐭-𝐭𝐢𝐦𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 grew by 𝟏𝟒,𝟓𝟎𝟎, bringing the part-time share of employment to 𝟑𝟎.𝟗%. This steady increase highlights a healthy labour market, but with nearly a third of roles being part-time, it also suggests a shift in workforce preferences and employer needs. 𝐅𝐨𝐫 𝐇𝐑 𝐚𝐧𝐝 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬, these trends emphasise: ▪ The need to offer flexibility to attract part-time talent while ensuring clear pathways for those seeking full-time roles. ▪ Opportunities for strategic workforce planning to balance full-time and part-time hires, ensuring stability and adaptability. As the market grows, aligning recruitment strategies with workforce trends will be essential to staying competitive. #EmploymentGrowth #WorkforcePlanning #FullTimeAndPartTime #LabourMarketInsights #Hudson

𝐔𝐧𝐩𝐚𝐜𝐤𝐢𝐧𝐠 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚’𝐬 𝐔𝐧𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐓𝐫𝐞𝐧𝐝𝐬: 𝐒𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐀𝐦𝐢𝐝 𝐒𝐮𝐛𝐭𝐥𝐞 𝐒𝐡𝐢𝐟𝐭𝐬 In September 2024, Australia's unemployment rate held steady at 𝟒.𝟏%, yet we saw a slight increase in the number of unemployed people, rising by 𝟏,𝟏𝟎𝟎 𝐭𝐨 𝟔𝟐𝟏,𝟏𝟎𝟎. Interestingly, the 𝐲𝐨𝐮𝐭𝐡 𝐮𝐧𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐫𝐚𝐭𝐞 𝐝𝐫𝐨𝐩𝐩𝐞𝐝 𝐭𝐨 𝟗.𝟓%, signaling progress for younger job seekers. What does this mean for employers? The stable unemployment rate reflects a resilient labour market, but the slight uptick in total unemployed individuals suggests that some sectors may be adjusting to economic pressures. For employers, this data serves as a reminder to: ▪ Stay agile with hiring strategies, as shifts in economic conditions may impact workforce stability (i.e. talent mobility and availability). ▪ Focus on engaging and retaining youth talent, especially with the broader market shift to skills-first hiring. Australia’s labour market is holding steady, but subtle changes like these highlight the importance of data-driven workforce planning. #EmploymentData #LabourMarketTrends #UnemploymentRate #YouthEmployment #Hudson

𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐒𝐢𝐧𝐠𝐥𝐞 𝐌𝐨𝐭𝐡𝐞𝐫𝐬 𝐢𝐧 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚’𝐬 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 In Australia, 𝟏.𝟐 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐟𝐚𝐦𝐢𝐥𝐢𝐞𝐬 are single-parent households, with 𝟕𝟖% 𝐥𝐞𝐝 𝐛𝐲 𝐬𝐢𝐧𝐠𝐥𝐞 𝐦𝐨𝐭𝐡𝐞𝐫𝐬. This group faces unique challenges in balancing work and family responsibilities, and as employers, we have an opportunity to make a difference. 𝐊𝐞𝐲 𝐖𝐚𝐲𝐬 𝐭𝐨 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐒𝐢𝐧𝐠𝐥𝐞 𝐏𝐚𝐫𝐞𝐧𝐭𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞: 𝟏. 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐇𝐨𝐮𝐫𝐬 𝐚𝐧𝐝 𝐑𝐞𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤: Offering flexible schedules, compressed work weeks or remote work options allows single parents to manage both work and caregiving, helping them stay engaged and productive. 𝟐. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: For the 𝐣𝐨𝐛𝐥𝐞𝐬𝐬 𝐟𝐚𝐦𝐢𝐥𝐢𝐞𝐬 and single parents eager to enter the workforce, skills-based hiring and reskilling programs can be a game-changer. By focusing on skills over prior experience, employers can provide accessible opportunities for parents looking to return to work. 𝟑. 𝐅𝐚𝐦𝐢𝐥𝐲-𝐂𝐞𝐧𝐭𝐫𝐢𝐜 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬: Benefits like childcare support and family leave go a long way in building loyalty and supporting single parents in their career journeys. In today’s evolving labour market, inclusive and supportive policies for single parents aren't just beneficial—they're essential for creating a truly resilient workforce. #SingleParents #InclusiveWorkplace #TalentStrategy #WorkforceDiversity #Hudson

𝐓𝐚𝐜𝐤𝐥𝐢𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐆𝐚𝐩𝐬 𝐢𝐧 𝐀𝐮𝐬𝐭𝐫𝐚𝐥𝐢𝐚𝐧 𝐅𝐚𝐦𝐢𝐥𝐢𝐞𝐬 Australia’s labour force data reveals a concerning trend: 𝟏.𝟒 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐣𝐨𝐛𝐥𝐞𝐬𝐬 𝐟𝐚𝐦𝐢𝐥𝐢𝐞𝐬, which accounts for 𝟏𝟗% 𝐨𝐟 𝐚𝐥𝐥 𝐟𝐚𝐦𝐢𝐥𝐢𝐞𝐬. Among them, 𝟒𝟐𝟒,𝟎𝟎𝟎 𝐜𝐡𝐢𝐥𝐝𝐫𝐞𝐧 aged 0-14 live in jobless families, a figure that has risen since 2023. 𝐖𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐭𝐡𝐢𝐬 𝐦𝐞𝐚𝐧 𝐟𝐨𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬? 𝟏. 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 𝐭𝐨 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐒𝐢𝐧𝐠𝐥𝐞 𝐏𝐚𝐫𝐞𝐧𝐭𝐬: With 𝟐𝟖𝟒,𝟎𝟎𝟎 𝐨𝐧𝐞-𝐩𝐚𝐫𝐞𝐧𝐭 𝐟𝐚𝐦𝐢𝐥𝐢𝐞𝐬 jobless, providing flexible work options like remote roles or compressed workweeks can help parents re-enter the workforce, or tackle underemployment, without compromising their caregiving requirements. 𝟐. 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐅𝐚𝐦𝐢𝐥𝐲-𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬: Almost three-quarters of ‘couple families’ with children aged 0-14 have both parents working (many due to cost-of-living pressures, not by choice). Employers who provide family-friendly benefits—like childcare support or flexible hours—can strengthen their appeal to struggling households. 𝟑. 𝐀 𝐏𝐚𝐭𝐡 𝐭𝐨 𝐑𝐞𝐝𝐮𝐜𝐞 𝐉𝐨𝐛𝐥𝐞𝐬𝐬𝐧𝐞𝐬𝐬: Employers willing to offer targeted training and entry-level opportunities, and adopting a skills-based recruitment strategy, can play a pivotal role in reducing joblessness among families, ultimately contributing to Australia’s economic and social stability. Supporting family-inclusive hiring policies is not just about filling roles; it's about building a workforce that reflects the diverse needs of Australian families. #FamilyInclusiveWork #Joblessness #FlexibleWork #AustralianEmployment #Hudson