Kevin Green, CEO
The REC
The changing face of recruitment!
12th November 2013
Agenda
Current trends in recruitment
The changing face of the UK labour market
Impending talent crisis
3 models of recruit...
Per consultant: Permanent
Average value of sales per
consultant is £83,955
Below the pre-recession peak of
£96,954
Average...
Per consultant: temp/contract
Each consultant generated
£682,697
Below pre-recession
average of £721,598
Number of workers...
REC Industry Forecast
The changing face of the UK labour
market
REC Report on Jobs
• Increase in salaries as candidate availability deteriorates
• Continued strong growth of permanent an...
Report on Jobs Sectors – perm
The talent crisis
What’s talent?
Professional competence
Strategic as well as operational
Adaptive to change
Inspires and ...
New shape of the jobs market
Professional market
including Contractors / Interim
Jobs in the middle being
squeezed
Growth ...
Models of Recruitment Success
Model 1 – The specialist
Inch wide and mile deep
Deep expertise in their niche
Know where the talent is
Candidate centric ...
Model 2 – The low cost operator
Often in the contingent labour market
Low margins / high volumes
Compete on compliance – p...
Model 3 – Traditional plus
Branch model with regional focus
Generalists – temps and perm
Full service model
Often do comme...
The REC Good Recruitment Campaign
The Good Recruitment Campaign – why?
Resourcing effectiveness needs to move up the corporate agenda
Talent becoming scarce...
Charter Principles
1. Our recruitment procedures are fair, legal and ethical
2. We will exercise recruitment good practice...
The Good Recruitment Campaign,
what is it?
A Charter developed by talent, HR and resourcing experts
An aspirational set of...
Questions
Sub heading
Kevin Green at UK Recruiter Recruitment Conference 2013
Kevin Green at UK Recruiter Recruitment Conference 2013
Kevin Green at UK Recruiter Recruitment Conference 2013
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Kevin Green at UK Recruiter Recruitment Conference 2013

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The Changing Face of Recruitment

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  • Average productivity level continues to increase
    Average value of permanent sales per consultant is £83,955
    Below the pre-recession peak of £96,954
    Average number of placements are 21
  • On average, each consultant generated £682,697
    This is below the pre-recession average of £721,598
    Average number of workers per consultant is 32.2
  • Factors taken into account: GDP; wage , vacancy levels, consumer, business and recruitment industry confidence, labour supply, regulatory landscape, and technological influence.
    Forecast provides an optimistic, pessimistic and realistic forecast.
    Realistic forecast is for a 7.3% growth in 2013/2014; 8.3% in 2014/2015 and 9.6% in 2015/16
    All three forecast predict that the industry will exceed the pre-recession peak in 2013/14
  • Kevin Green at UK Recruiter Recruitment Conference 2013

    1. 1. Kevin Green, CEO The REC The changing face of recruitment! 12th November 2013
    2. 2. Agenda Current trends in recruitment The changing face of the UK labour market Impending talent crisis 3 models of recruitment success The REC’s Good Recruitment Campaign
    3. 3. Per consultant: Permanent Average value of sales per consultant is £83,955 Below the pre-recession peak of £96,954 Average number of placements are 21
    4. 4. Per consultant: temp/contract Each consultant generated £682,697 Below pre-recession average of £721,598 Number of workers per consultant is 32.2
    5. 5. REC Industry Forecast
    6. 6. The changing face of the UK labour market
    7. 7. REC Report on Jobs • Increase in salaries as candidate availability deteriorates • Continued strong growth of permanent and temporary • • • • • appointments Overall vacancies rise at sharpest rate in over six years Availability for temporary and permanent workers lowest for 6 years Perms have been in growth for over a year now (13 months) Perm skills shortages are in the higher earning jobs roles – creative designers, IT/Computing and Engineering Skills shortages in lower paid work e.g. Chefs & Drivers
    8. 8. Report on Jobs Sectors – perm
    9. 9. The talent crisis What’s talent? Professional competence Strategic as well as operational Adaptive to change Inspires and motivates Backdrop An aging workforce Two speed labour market Social attitudes to work Increasing flexibility
    10. 10. New shape of the jobs market Professional market including Contractors / Interim Jobs in the middle being squeezed Growth in flexible labour and lower skilled work
    11. 11. Models of Recruitment Success
    12. 12. Model 1 – The specialist Inch wide and mile deep Deep expertise in their niche Know where the talent is Candidate centric model Use content to attract candidates Highly effective use of social media Have global reach Possibility of margin growth Consultants are true consultants
    13. 13. Model 2 – The low cost operator Often in the contingent labour market Low margins / high volumes Compete on compliance – process heavy Excellent at winning tenders / PSL Use economy of scale to create value Growth via acquisition May often go through intermediaries Consultants are operators
    14. 14. Model 3 – Traditional plus Branch model with regional focus Generalists – temps and perm Full service model Often do commercial / office/ industrial To thrive it’s about the plus + Focus on SME’s – lots of eggs in lots of baskets + Relentless focus at avoiding intermediaries / PSL + Defend margins – via relationships + Consolidate on to one site + Offer clients onsite offering
    15. 15. The REC Good Recruitment Campaign
    16. 16. The Good Recruitment Campaign – why? Resourcing effectiveness needs to move up the corporate agenda Talent becoming scarce – skill and talent shortages rife across the economy, this will only get worse! Mistakes in hiring are very costly for employers, employees and the economy Youth unemployment still unacceptably high Good practice being ignored by many Debate about flexible resourcing becoming prevalent and will be a election issue It reinforces only using professional compliant partners Timing – labour market performed well but is going to struggle when demand returns
    17. 17. Charter Principles 1. Our recruitment procedures are fair, legal and ethical 2. We will exercise recruitment good practice despite mode of employment 3. The candidate experience delivered is of a high standard 4. Flexible working arrangements and adaptive working packages 5. Those managing and delivering the recruitment process having undertaken any relevant training/qualification 6. External recruitment providers are signed up to industry Codes of Practice 7. Recruitment good practice is ensured throughout the supply chain 8. Recruitment procedures help to address the challenge of youth unemployment 9. Recruitment procedures are regularly reviewed and feedback sought from candidates 10. That we ensure we keep abreast of trends and recruitment practices
    18. 18. The Good Recruitment Campaign, what is it? A Charter developed by talent, HR and resourcing experts An aspirational set of principles for individual employers to commit to Raises awareness of the importance of good recruitment to organisational success The establishment of a community of HR, talent, in house, resourcers, recruiters, procurement and business leaders to champion good recruitment Researching and sharing insight into new trends, approaches and good practice in recruitment Effective sales tool for our members to use with their clients
    19. 19. Questions Sub heading

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