Emplpoyment

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A shift in Sydney’s white-collar employment mix is driving demand for shorter-term leases and more flexible workspaces, according to recent findings from CBRE.
This is a key finding of CBRE’s recent review of the Sydney office leasing market, which highlights that Professional Services has overtaken Finance and Insurance as the city’s top employer. 
The review also highlights a significant increase in agile and co-working space to meet the market’s changing requirements – both in Sydney and on a national basis. 
CBRE’s Head of Capital Markets, Office and BTR Research, Ben Martin-Henry said, “agile space take-up accounted for 17% of national net absorption in 2018, which is further evidence that the sector is becoming more mainstream as tenants are increasingly looking for more flexible options"
“Co-working and serviced office providers currently occupy approximately 156,000sqm - around 3% of stock – with a significant take-up in the last 12 months as they look to accommodate the requirements of the changing workplace,” he added. 
Chris Fisher, CBRE Director of Advisory &amp; Transaction Services, Office Leasing said that Sydney had traditionally relied on the Finance and Insurance industries, but the market was experiencing a clear shift in both the make-up of occupiers and their office space needs.  
“Enterprise agreements with co-working providers are gaining momentum, with larger corporations leasing up to three hundred seats at a time on short-term agreements"
“Flexibility is a key consideration for corporations and one size does not fit all. Landlords increasingly need to understand tenant drivers and adopt flexibility to remain competitive,” Mr Fisher concluded
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Flexibility is key in Sydney’s evolving office leasing market: CBRE

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GUEST OBSERVER
RISQ Group is currently working in and around the property services industry and has been very active in developing a service provider verification tool.
The new tool will enable consumers to immediately trust that a given provider has all requisite certifications. 
The tool is called KNOWN and it is in advanced trials across several digital platforms. 
While to date, we are focused on service providers such as tradespeople (e.g. plumbers and electricians), our business expertise stretches from national security vetting to education to finance, and we often work with established industry bodies to provide verification services to members, as well as to create efficient screening work flows. 
For this reason, we think we believe we are positioned to add an additional dimension to some questions.
 Rather than address each individually, we would like to offer a general perspective built around a single basic principle. That basic principle is that screening and verification must be considered as part of the life-cycle that operates relating to training and education, and which forms the basis of the improvements that you are currently contemplating. 
Australia is in the midst of an employment shift, particularly as the resource sector continues to decelerate. This shift will see a substantial enlargement of the paraprofessional employee cohort. This group will increasingly be consumer facing, especially as digital platforms grow to connect providers directly with consumers. 
As a result of this shift, the question of how qualifications and certifications are quickly, accurately and truthfully conveyed as part of the provider-consumer transaction will be paramount. As the consulting paper acknowledges, there is already "little apparent consistency" regarding educational requirements for property agents across jurisdictions. It is not a stretch to say the same lack of consistency applies to publicising education credentials. 
It is critical that as educational standards are improved and clarified, that an efficient and transparent way of transmitting individual verifications to the marketplace is also found, or the credibility of the property management industry will suffer and consumers will not benefit from an improvement of standards. In fact, to quote from the consultation paper, "The primary reason governments prescribe educational standards is to address a consumer detriment or risk." For this reason, we believe that it is imperative to consider how these educational standards will ultimately be transmitted and perceived in the marketplace lest consumer detriment persist or even worsen because of poor verification processes even in the face of higher education standards.
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Given how important competition principles are in balancing government overreach, after-the-fact screening and verification, consistently applied throughout the employment life cycle, will serve to prevent marketplace abuses (such as credential misrepresentation) that may prompt even greater future regulatory action. 
We would also suggest that the application/accreditation processes itself should be reviewed for potential streamlining. According to industry sources, while training can be completed in as little as two days, it often takes six weeks for the OFT to process the application. The adoption of improved screening tools can reduce this lag time and get people into gainful employment faster, benefitting providers, consumers and the wider economy. 
We are happy to speak at greater length on this subject and/or present the screening and technological context relevant to the current discussion. 
 
 Nick Roberts is chief executive officer, RISQ Group and can be contacted <a href="https://%20www.risqgroup.com%20" target="_blank">here</a>. This is his submission to NSW Fair Trading on the Review of property industry training standards.
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