| Before we leap into the 50 years plus celebration of | | | | an accepted practice. |
| Labour Hire, I need to highlight the fact that all labour | | | | With the growth in the demand for labour hire, |
| is skilled. It is just the level of skill that sometimes | | | | recruitment firms found it relatively easy to offer |
| changes! | | | | clients short term or longer term placements |
| By comparison to many industries, this type of hire is | | | | whereby the worker worked at the client's premises |
| relatively new here in Australia. | | | | but their wage was paid by the recruitment firm. |
| As limited as the history manuals are; the use of | | | | The "Try before you buy" was born! |
| agencies or companies specialising in the provision of | | | | Companies where quick to realise the power behind |
| workers to organisations dates back to at least the | | | | being able to evaluate possible long term placements |
| 1950s. | | | | whilst accepting little of the risk during the initial |
| In Australia, the Skilled Group is widely credited for | | | | employment period. |
| creating labour hire as a viable business service. That | | | | 3. The 'Raw' labour hire industry. |
| service has now been with us, dating back more than | | | | In the late 1980s a number of small specialist firms |
| 50 years ago. | | | | began to offer contract labour as a alternative to |
| The company was formed in 1964 and changed its | | | | existing employment for companies in a number of |
| name in 1966 to Skilled Engineering which is what | | | | highly unionised and dispute-prone industries such as |
| many know it by today. | | | | building and construction and shearing. |
| The pieces of the puzzle that come together to | | | | The early '90's saw more and more companies |
| make what the industry is today can be viewed | | | | discarding their base employment strategies, or at |
| through three industrial developments. | | | | least a substantial portion of it, and utilised labour hire |
| 1. The traditional agency employment industry. | | | | companies to provide their workforce. |
| 'Temping agencies' have long specialised in the | | | | The growth of labour hire companies in recent years |
| provision of workers to help clients cope with | | | | reflects the desire by Australian businesses to |
| fluctuations in demand or the temporary absence of | | | | maximize workforce flexibility. It is a huge benefit and |
| employees through the likes of holidays. | | | | one that provides choice well beyond what may |
| The temps may not have all been of the highest | | | | have otherwise been available. |
| administrative calibre but over time, skills developed | | | | As company and organizational needs change, we |
| and so too did its value to the market. | | | | see the Labour Hire industry adapt itself right along |
| Many of firms have flourished in recent years and | | | | with it. The evolvement serves as a constant |
| expanded the range of staff they can provide well | | | | reminder that the traditional employer-employee |
| beyond the original office temps that dominated | | | | relationships are not as they used to be and new |
| 'staffing solutions' prior to the 1990's. | | | | requirements are now in place. |
| 2. The recruitment industry. | | | | Skilled labour and unskilled labour continues to become |
| Growing in popularity during the 1970's and 1980's | | | | more accessible as agencies and their resources on |
| was the need to outsource certain aspects of HR | | | | offer continue to spread their wings. It comes as no |
| functions. Specialist recruitment companies providing | | | | surprise to see more and more industries positioning |
| shortlists of suitable candidates was quickly becoming | | | | themselves to take advantage of it. |