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Strong Job Opportunities in Procurement Despite Temporary Hiring Freezes, Reports Cozens Mabel

Procurement Jobs In High Demand

Despite some temporary hiring freezes being felt in procurement, job opportunities remain strong, according to Australian recruitment company Cozens Mabel.

Commenting on the latest Procurement and Supply Chain Market Quarterly Insights from Cozens Mabel, Company Director Ilsa Cozens said some businesses were seeing headcount growth.

“Whilst unemployment rates did fluctuate over the quarter, rising slightly over April but falling again in May, and we continue to see some temporary hiring freezes across some organisations and/or more scrutiny on new hires, the procurement and supply chain recruitment market generally remains strong as we head towards the end of the current financial year,” Ilsa said. 

Cozens Mabel said it had noticed and uptick in permanent role recruitment over quarter 2 due to a range of factors, such as headcount growth and a focus on identifying (or creating) high value/high output roles then placing (or moving) top talent into these positions, “and growing teams around them.”

Ilsa said the company’s contracting pool for temporary roles was up by about a 20%. 

“Our contracting pool is up around 20% for the quarter with a range of dynamics at play here, including organisations looking for immediate talent to support short-term projects (or to cover permanent positions during the recruitment process) and less barriers to entry in the current environment when bringing on contractors vs permanent hires,” Ilsa said. 

Contract to perm roles 

Contract to perm models were also a feature of the quarter as a good way of securing talent whilst navigating the challenges of bringing on permanent staff during hiring freezes or temporary restrictions. 

“This has been supported by an increase in candidates willing to move from permanent positions into contracting roles, often to further career opportunities where there is a realistic chance of converting to a perm position,” Ilsa said.

Ilsa added that this pattern typically would decrease during sustained periods of financial pressure and market uncertainty.

Managing talent and recruitment 

Of the market observations noted by Cozens Mabel, talent attraction and retention activities show organisations are prioritising both retaining existing talent and attracting new talent. 

The candidate-driven market is being influenced by factors such as high demand for skilled professionals and a shortage of candidates due to reduced skilled migration during the COVID-19 pandemic. 

As labor dynamics continue to evolve, hiring teams are responding by expanding the talent pool through tactics such as strategic adjustments to working arrangements and greater support for hybrid working. 

“Those organisations that have implemented strategic changes to working arrangements, coupled with investments in systems, technology and policies to support this shift towards remote or hybrid working, have really stretched the search perimeters far beyond the traditional ‘office commute’ radius,” Isla said. 

International talent emerging 

Cozens Mabel said an influx of international talent was starting to make its way into the market with more expected to follow if proposed visa requirements are progressed by the Government. 

“We are seeing a real influx of talented and experienced procurement and supply chain talent coming into Australia, often with very transferable skills, and many organisations are now casting their net even further to target this talent pool,” Ilsa said. 

Connect with Cozens Mabel.

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