Job Network Providers - Issues in the Labour Market

Sydney Business
Consultants Group

Job Network Providers - Issues in the Labour Market

Obstacles and Solutions

What could or should be changed and where are the opportunities?

Participants considered this question in terms of obstacles and solutions

Perceived Obstacles

• Length of time of Courses (Speed of placement)
• Times and Dates of courses
• Cost
• Location of Courses, transport and Course times
• Limited restrictions on courses that attract outcomes
• Lack of Literacy
• Lack of RPL facilities
• Lack of relevant information for clients
• Clients lack of self-esteem and confidence
• Literacy, Language and Numeracy
• OH&S
• Transport
• Lack of Motivation to work
• Work preparation / sort skills
• Sense of security - Taking the Candidate out if the comfort zone
• Lack of Skill - major skills shortage
• Employer able to offer a sustainable 38hrs/week labour hire
• Higher expectation
• Skills, knowledge and attitude
• Low self-esteem
• On the job training / lack of employers
• Attitude of Job-Seekers
• Time-frames for funding motivation
• Lack of knowledge from job-seekers in regards to job requirements
• Reliability of employees
• Feeling of ‘What's the Catch’
• Workers more accountable
• Reluctance to deal with JNM
• Over regulation
• Some Job-seekers may not be employable
• Funding limitations decrease service to Job-seekers
• Not enough incentive for short term employment
• Resources not easily accessible
• Educating Employers Re: PWD, Sp, MA, Y, CALD, ATSI

Solutions for More Effective Job Placement

• Early intervention, training, coaching, Mentoring, Health Services
• Local Business Directories and Providers
• Eligibility to JSKA
• Flexibility of training courses
• Work skills vouchers / offered to all Job-seekers
• Work experience opportunities / Training Courses
• Education for Employer on where to access free/funded courses - Traineeships
• Centralised system for information on above
• Up to 12 Months - not enough incentive for Job Network to assist
• Training Gaps
• Expertise lost
• Training is not always the answer
• Traineeships and apprenticeships make more attractive.
• Strong Employer Engagement and Understanding Essentials
• Adequate work preparation -> developing the soft skills
• Vocational Skills training -> hit the ground running
• Strong support from providers -> beyond transaction & into partnering
• Process support post-placement follow-up
• Employers being educated about what the Job-Network does, and what they can do for an employer
• Accredited training
• Increased marketing for work for the dole clients
• Increased use of private recruitment agencies
• Development of community directory
• Increased Networking
• Increase support from Providers
• Need for self-esteem and confidence building
• Review of Job-network model (limited pool of job-seekers to now place)
• Increased networking
• Transport