May 4, 2018 – Australian-headquartered de JAGER Executive Search has formed an alliance with Interim Executive Search in Sydney.
Kris de Jager, founder and managing director of de JAGER Executive Search, said he was excited about joining forces with Interim Executive and its founder, Phil Tuck. “Our firms are extremely aligned, in terms of the values we share and our approach to working with clients,” he said. “We are absolutely thrilled to be collaborating with someone of Phil’s caliber, in order to respond effectively to our clients’ requests for interim executives.”
Mr. Tuck, who is now director of de JAGER’s interim management practice, echoed those sentiments. “Kris and I share the same values of providing professional, ethical and personal service to our high-profile clients,” he said.
Interim Executive Search specializes in the appointment of senior executives for interim, short-term and project-director engagements for a diverse client base of businesses. The business began operations in 2001. Mr. Tuck was previously principal of the interim executive management division for Heidrick & Struggles. With a career spanning 30 years in recruitment, he has extensive networks with clients, candidates, industry and memberships.
de JAGER Executive Search, IIC Partners’ Australian affiliate, was established in 1990 and focuses on senior-level assignments for the automotive/industrial, consumer & retail, life sciences & healthcare, non-profit and human resources sectors.
Sidestepping Talent Gaps
According to a recent report released by CareerBuilder and Economic Modeling Specialists International, hiring temporary and contract employees can help businesses sidestep talent gaps and remain nimble. The study said that more companies will be tapping into this labor segment, with temporary employment expected to add 173,478 jobs from 2016 to 2018 – an increase of 5.9 percent.
“Today, nearly three million people are employed in temporary jobs, and that number will continue to grow at a healthy pace over the next few years as companies strive to keep agile in the midst of changing market needs,” said Kyle Braun, president of CareerBuilder’s staffing and recruiting group. “Opportunities are opening up in a variety of occupations and pay levels, and this is a trend we’re seeing in a wide range of industries and company sizes.”
Massive Shift to Contract Employment Underway
By 2025, most workers (70 percent) and employers (68 percent) agree that a majority of the workforce will be employed in an “agile capacity” (i.e. contractor, consultant, temp worker or freelancer), according to a study released by Randstad US.
A separate report by CareerBuilder found that 47 percent of employers reported that they planned to hire temporary or contract workers in 2016, up slightly from 46 percent last year. Of these employers, 58 percent plan to transition some temporary or contract workers into full-time, permanent roles.
“Temporary employment benefits both sides of the labor market,” said Mr. Braun. “Hiring temporary and contract workers helps companies stay flexible and adapt quickly to changing market demands. For workers, it opens doors for those who want to utilize various skills, build relationships with different organizations and explore career options.”
These figures coincide with similar findings by The Execu | Search Group. Its “2016 Hiring Outlook: Strategies for Adapting to a Candidate-Driven Market” report found that 26 percent of hiring managers surveyed planned to increase hiring of temporary employees in 2016.
In addition, a recent Adecco study, “Definitive Guide to Building a Better Workforce,” found that 67 percent of companies use contingent labor to enhance their workforce and close talent gaps. The study surveyed 536 C-suite executives across the U.S. regarding the types of talent they need, skills that are most difficult to find, how they are using contingent labor and progressive recruiting methods to enhance their workforces, employee retention techniques and more.
The report found that 80 percent of employers agree that the U.S. skills gap is a real challenge, and it provides insights into how different companies conceptualize and address this gap in talent. Part of the reason for the increased use of temporary workers: Companies are having difficulty finding quality talent.
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Andrew W. Mitchell, Managing Editor – Hunt Scanlon Media