2009 Master Presentation 6th March.Final

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The 2009 edition of our \'Management Consultancy Recruitment Channel Report\'
March event at London.

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2009 Master Presentation 6th March.Final

  1. 1. Recruiting in a Tough Market 2009 Tel: +44 (0)207 667 6880 Friday 6 th March 2009
  2. 2. To better understand today’s tougher recruiting climate, today’s seminar will cover: Agenda: 09.00 - 09.30 Registration & Networking 09.30 - 10.00 Market update / emerging trends 10.00 - 10.20 Key findings from the 2009 recruitment channel report 10.20 - 11.00 Coffee & Networking 11.00 - 11.20 Recruiter Awards 11.20 - 12.20 Question & Answer session** 12.20 - 12.30 Close ** Panel comprises experts from Barkers, Enhance Media (publishers of NORAS), TMP Worldwide, Top-Consultant.com and the winner of the 2009 recruiter award.
  3. 3. Session 1: Market update / emerging trends
  4. 4. <ul><li>Key considerations: </li></ul><ul><li>Retention rates – how are they likely to evolve in 2009 compared with 2008 ? </li></ul><ul><li>Recruitment targets – how do 2009 targets compare with those firms aimed to fulfil in 2008? </li></ul><ul><li>How has the downturn impacted on recruitment activity over the last 12 months and what are the expectations for the future? </li></ul><ul><li>Respondent profile: 60% of respondents operate extensively in the management consulting space; 5% operate in IT consulting; and 35% operate in both. </li></ul>Data based on survey responses submitted by 142 management consultancy recruiters during January / February 2009
  5. 5. Retention rates & trends
  6. 6. The median attrition rate was just under 10% Source: 2009 Recruiter Survey What staff attrition rate has your consulting business experienced in the last year?
  7. 7. The median attrition rate has fallen from just over 10% a year ago to just under 10% now What staff attrition rate has your consulting business experienced in the last year? Source: 2009 Recruiter Survey
  8. 8. Recruiters expect staff attrition to worsen slightly over the next year What do you believe will happen to staff attrition rates in 2009? Source: 2009 Recruiter Survey
  9. 9. Career prospects and work/life balance now more important than remuneration Source: 2009 Recruiter Survey Exit interviews – reasons given for consultants leaving
  10. 10. Movement within the consulting industry remains the single biggest cause of attrition What types of roles are Consultants moving on to? Source: 2009 Recruiter Survey
  11. 11. What other factors are pushing consultants to change jobs in the current market? Source: 2009 Recruiter Survey <ul><li>Individuals with lower skill-sets are being offered fewer assignments as the client demand for quality grows. This affects their bonus, leading them to seek alternative opportunities elsewhere. </li></ul><ul><li>Not willing to take responsibility for rounded aspects of the role - i.e. not wanting to be seen as business development people. </li></ul><ul><li>The biggest reason people leave consulting is to move into a corporate where they will travel less and also have the chance to see the impact of the changes and recommendations that they make. </li></ul><ul><li>Redundancy and requests from employers to make contractual changes ie move to a 4 day week, in order to cut costs </li></ul><ul><li>Lack of clear pipeline - &quot;decision paralysis&quot; surrounding new projects/budgets for new work </li></ul>
  12. 12. Recruitment targets and the impact of the economic downturn
  13. 13. <ul><li>Recruiters quantified that: </li></ul><ul><li>50% had scaled back their hiring targets for 2009 as a result of the recent economic uncertainty </li></ul><ul><li>34% reported that major recruitment campaigns for 2009 have not yet got underway as consulting firms were waiting to see if a recession was looming </li></ul><ul><li>38% report that recruitment budgets for 2009 are being scaled back in light of changed market sentiments </li></ul><ul><li>12% have recruitment on hold as a result of market uncertainty </li></ul>The downturn has significantly impacted on recruitment for this coming year Source: 2009 Recruiter Survey
  14. 14. Recruiters expectations have changed significantly since this time last year 2009 vs. 2008 recruitment targets Source: 2009 Recruiter Survey
  15. 15. Poaching from other consultancies remains the most likely source of hires to meet this demand Source: 2009 Recruiter Survey Most likely source of hires in 2009
  16. 16. And in which sectors is most recruitment activity expected within consulting? Source: 2009 Recruiter Survey
  17. 17. Which functional areas do you expect to be most active through 2009? Source: 2009 Recruiter Survey
  18. 18. Session 2: Key findings from the 2009 recruitment channel report
  19. 19. <ul><li>Profile of respondents: </li></ul><ul><li>c. 8,000 candidate responses during last 8 years including 877 candidate responses to the 2009 survey </li></ul><ul><li>Most this year were Strategy consultants (21.9%), then Change Management consultants (21.7%), or Programme Management consultants (17.2%) </li></ul><ul><li>Those specialising in Telecoms, Media & Entertainment were the most numerous this year (15.8%), then Public Sector specialists (13.8%) and Financial Services (Retail F.S. focus) specialists (11.5%) </li></ul><ul><li>63.1% of candidates have changed jobs within the last 3 years </li></ul>Trends are based on data collected from c.8000 management consultancy candidates over the last 8 years
  20. 20. <ul><li>54% of respondents were reached from approaches to candidates made via CV database searches (including Monster, Jobsite, Totaljobs), LinkedIn and from various consulting firms encouraging their staff to take part in the survey </li></ul><ul><li>46% came from responses to a direct Top-Consultant mailer to our readers </li></ul><ul><li>Candidates from all the major consulting firms have once again participated in the survey in their hundreds including those from Accenture, Atos Consulting, Capgemini, PA Consulting Group, Deloitte, Ernst & Young, KPMG, PwC, Bain, EDS, IBM, Logica, Microsoft, Oracle, Siemens, SAP, Unisys etc. </li></ul><ul><li>Plus many consultants from niche consulting firms and potential industry hires looking to move into consulting </li></ul>Candidate responses were generated from a variety of sources:
  21. 21. Some headline findings in terms of candidate trends for 2009
  22. 22. Candidate intentions reinforce the view that attrition will worsen over the coming year Source: 2009 Candidate Survey Compared with this time last year are you more or less likely to change employer in the next 12 months?
  23. 23. Though on a positive note the majority intend to remain within consulting Source: 2009 Candidate Survey In the next 12 months I am most likely to accept:
  24. 24. Are there any other trends or changes you've noticed in the management consultancy recruitment market in the last 12 months? Source: 2009 Candidate Survey <ul><li>Fees for freelance consultants are going higher. Salary for permanent jobs are going down. </li></ul><ul><li>Classical consulting is on the way out. Hybrid profiles and small boutiques stand to gain. </li></ul><ul><li>Consultants must be multi-skilled and have at least 5 years varied experience in all roles to be considered. </li></ul><ul><li>People in consulting firms seem to be looking for very narrow very specific skills not strong consultants with problem solving skills. </li></ul><ul><li>As the market tightens (for opportunities), we are retaining more of our experienced (e.g., higher cost) resources, causing price-resistance by prospects. </li></ul><ul><li>Softening demand is leading to employers to lower their retention game. When uptick comes their reactive retention lunge will fail to retain best staff. </li></ul>
  25. 25. Candidate attraction key findings
  26. 26. <ul><li>Candidates questioned about their use of – and experiences of using – five key recruitment channels: </li></ul><ul><li>Corporate websites </li></ul><ul><li>Personal referrals </li></ul><ul><li>Newspapers </li></ul><ul><li>Recruitment Agencies </li></ul><ul><li>Internet Job Sites </li></ul>The survey examines the volume and penetration of different recruitment channels
  27. 27. Two channels generate the majority of candidates’ applications Overall the survey shows the importance of Internet Job Sites and Recruitment Agencies… 2009 share of applications Source: 2009 Candidate Survey
  28. 28. How many candidates are you currently failing to reach? But also that a multi-channel approach is essential in order to saturate the market 2009 channel penetration Source: 2009 Candidate Survey
  29. 29. Corporate Sites
  30. 30. More consultants are making direct applications than ever before Source: 2009 Candidate Survey Penetration – corporate sites
  31. 31. But the share of applications made via this channel has fallen Source: 2009 Candidate Survey Share of Applications – corporate sites
  32. 32. How do candidates reach corporate websites so that they can make their direct applications? Source: 2009 Candidate Survey If you submitted applications via corporate websites, what prompted you to visit their website?
  33. 33. Personal Referrals
  34. 34. Personal referrals have consistently generated applications from ~2/3 of all candidates for the last 8 years Source: 2009 Candidate Survey Penetration – personal referrals
  35. 35. However, share of applications achieved has fallen this year Source: 2009 Candidate Survey Share of Applications – personal referrals
  36. 36. Newspapers
  37. 37. Newspapers - candidate penetration levels continue to fall Source: 2009 Candidate Survey Penetration - Newspapers
  38. 38. … translating to a situation where they are now responsible for less than 8% of applications Source: 2009 Candidate Survey Share of Applications - Newspapers
  39. 39. Recruitment Agencies
  40. 40. The use of recruitment agencies rebounded during the upturn but is falling once more Source: 2009 Candidate Survey Penetration – recruitment agencies
  41. 41. Share of applications has remained fairly steady Source: 2009 Candidate Survey Share of Applications – recruitment agencies
  42. 42. Internet Job Sites
  43. 43. Internet Job Sites enjoy the highest share of candidate usage Source: 2009 Candidate Survey Penetration – internet job sites
  44. 44. Candidates are on average making more applications through this channel than they have in recent years Source: 2009 Candidate Survey Share of Applications – internet job sites
  45. 45. Future trends?
  46. 46. Candidates confirmed that these trends are likely to continue into the future <ul><li>Personal Referrals remain candidates’ preferred route </li></ul><ul><li>Internet Job Sites usage well-established </li></ul><ul><li>Recruitment Agencies drop from 2 nd to 3 rd </li></ul><ul><li>Corporate sites increasingly preferred </li></ul><ul><li>Newspaper demise likely to continue </li></ul>Source: 2009 Candidate Survey
  47. 47. Candidate Reach Meaning that job board and recruitment agency strategies are key to saturating the market 40% 0% 20% 80% Recruitment Agencies Internet Job Sites Personal Referrals Corporate Sites Newspapers Share of Applications Source: Analysis, Top-Consultant.com
  48. 48. Session 3: Recruiter Awards
  49. 49. Choosing recruitment agency and job board suppliers
  50. 50. Channel: Recruitment Agencies
  51. 51. We asked candidates to help us identify the best recruiters based on their own experiences <ul><li>Best individuals within the industry “If you have been particularly impressed with an individual recruitment consultant you have worked with in the past, please provide their name & company so that we can give them special recognition” </li></ul><ul><li>-> 5 individuals are singled out for special praise </li></ul><ul><li>Recruitment firm with the greatest reach in the industry Which agencies generate the highest share of all applications? </li></ul><ul><li>-> Top 20 recruitment agencies listed </li></ul><ul><li>Best recruitment firm within the industry “Are there any recruitment agencies you would particularly praise, and why?” </li></ul><ul><li>-> 8 recruitment agencies are singled out for special praise </li></ul>
  52. 52. Top Management Consultancy Recruiters (2009) in recognition of outstanding candidate feedback <ul><li>Rakesh Pabbi Consulting Point </li></ul><ul><li>David Lancefield Selecture </li></ul><ul><li>Chris Sale Prism </li></ul><ul><li>Jason La Bastide Aaron Millar Search </li></ul><ul><li>Don Leslie BLT </li></ul>Which individual recruitment consultants have you been particularly impressed with? Source: 2009 Candidate Survey
  53. 53. The agency with the greatest candidate reach was Michael Page , up from 3rd place last year Top 20 recruitment firms by reach (% of share of applications) Source: 2009 Candidate Survey 1 20 Robert Walters 1 19 Michael Warwick Nicholls 1 18 Pacific 1 17 Heidrick & Struggles 1.2 16 Huxley 1.4 15 Odgers 1.4 14 Elan 1.7 13 FreshMinds 1.7 12 Harvey Nash 2 11 Aston Carter 2.1 10 Hudson 2.5 9 Prism 2.6 8 Korn Ferry 2.7 7 Selecture 3 6 Robert Half 3.4 5 Consulting Point 3.4 4 Mindbench 4.5 3 Hays 7.8 2 BLT 10 1 Michael Page % share of applications 2008 rank Recruitment agency
  54. 54. The recruitment agencies that consultants rated most highly were: Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 3 2 1 Recruitment Firm Ranking
  55. 55. In 3 rd place were Robert Half Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 Robert Half 3 2 1 Recruitment Firm Ranking
  56. 56. In 2 nd place were Prism Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 Robert Half 3 Prism 2 1 Recruitment Firm Ranking
  57. 57. And in 1 st place, congratulations to all the team at BLT Are there any recruitment agencies you would particularly praise, and why? Source: 2009 Candidate Survey Hays 8 Aston Carter 7 FreshMinds 6 Hudson 5 Mindbench 4 Robert Half 3 Prism 2 BLT 1 Recruitment Firm Ranking
  58. 58. Channel: Internet Job Boards
  59. 59. Top-Consultant remains the job board with the greatest penetration of the consultant population Which websites do you regularly review for consultancy job opportunities? Source: 2009 Candidate Survey
  60. 60. … and also remains Consultants’ preferred site for finding Management Consultancy jobs Which of the job sites do you rate above all others for finding a consulting job? Source: 2009 Candidate Survey
  61. 61. Conclusions: what are the key To-Do’s for recruiters? <ul><li>Key Messages: </li></ul><ul><li>Recruitment agencies and internet job boards now account for 70% of all applications made by consultants – make sure you have built relationships with good providers in both these channels. </li></ul><ul><li>Personal referral or bounty schemes remain candidates’ preferred means of finding new employment – work on improving take-up of your scheme </li></ul><ul><li>Corporate careers pages are of growing appeal to candidates once again. But remember to be mindful how candidates find themselves on your website especially if it’s likely they won’t have come across your firm before </li></ul><ul><li>Newspapers should be considered when there is a consulting supplement or special edition, which act as a draw to suitable candidates; but as a regular recruitment channel for consultants their effectiveness continues to decline </li></ul>
  62. 62. Session 4: Question & Answer session
  63. 63. We are delighted to have on today’s panel a line-up of recruitment & advertising experts Charles Hardy is an Account Director with TMP and his key clients include RBS, Dell, Oracle, Motorola, the NHS and IBM. Prior to this role Charles worked at IBM and managed a central team supporting pan-European hiring across IBM, having previously been a practising consultant within the business. Don Leslie is a director of BLT, a professional services recruitment company which he co-founded in 1987, when he was four. He recruited his first management consultant in 1983, and has specialized in the sector ever since. BLT recently came second in UK Recruiter’s ‘Recruitment Blog of the Year’ survey, so today’s result means a bigger trophy cabinet will be required. Tony Restell is Director and co-founder of Top-Consultant (2000) and also of the pay-per-click jobs board ConsultancyRoleFinder (2008). The businesses help attract candidate hires to 60+ of the top 75 consulting firms primarily via both online and offline advertising and events. Previously Tony was a Senior Consultant with Roland Berger Strategy Consultants.
  64. 64. We are delighted to have on today’s panel a line-up of recruitment & advertising experts Matt Alder is Head of Digital at Barkers. He has overall responsibility for Barkers team of 50 digital specialists who have expertise in digital media strategy, web site development and digital recruitment effectiveness measurement. Ten of his twelve years of digital work experience have been spent within the online recruitment industry. Giles Guest is the Director of Enhance Media, a specialist online recruitment research, strategy, training and advertising agency. They annually conduct the largest piece of online recruitment research in Europe and use the findings combined with their other substantial research (including RIO delivered in conjunction with the REC) to deliver specialist online recruitment strategy and advice to clients. They are the only company in the UK accredited to deliver online recruitment training to the national BTEC standard and also deliver expert, highly targeted online recruitment advertising across job boards, search engines and social media.
  65. 65. In the next hour we are going to try to tackle 7 questions covering 4 topics relating to recruiting in a tough market <ul><li> reducing recruitment costs </li></ul><ul><li> candidate selection </li></ul><ul><li>pricing of recruitment services </li></ul><ul><li> the recovery… </li></ul>
  66. 66. 1 . What is the best way to reduce recruitment costs in 2009? (Shae Withers, Ineum Consulting) Charles Hardy, TMP Giles Guest, Enhance Media Matt Alder, Barkers
  67. 67. 2. As the pool of candidates becomes larger, which methods can we use more actively to separate the great from the good? (anonymous) Don Leslie, BLT Matt Alder, Barkers Giles Guest, Enhance Media
  68. 68. 3. Are candidates less likely to leave current employers in the current economic climate? What key factors would influence an experienced consultant to leave a consultancy firm and go to another lesser known consultancy in the economic downturn? (Jayne Santacana PRTM) Matt Alder, Barkers Don Leslie, BLT Charles Hardy, TMP
  69. 69. 4 . What is the first thing a Recruiter should do when the activity goes to &quot;ON HOLD&quot;? (question amended)? (KPMG) Charles Hardy, TMP Tony Restell, Top-Consultant & ConsultancyRoleFinder
  70. 70. 5. What innovative pricing models and solutions do recruiting agencies intend to come up with to compete in the current climate where the competition for talent seems to be in decline?? (John Barber OEE Consulting) Giles Guest, Enhance Media Don Leslie, BLT
  71. 71. 6. How do you think the current economic downturn will change the landscape of the management consultancy market over the next 18 months? (Angela Heath - BLT) Tony Restell, Top-Consultant & ConsultancyRoleFinder Panel Floor
  72. 72. 7. Do you believe that consultancies will lead the way in recruiting into the recovery, and when do you believe we might see this happening ? (Richard Harris, Mohawk Consulting) Tony Restell, Top-Consultant & ConsultancyRoleFinder Panel Floor
  73. 73. Thanks to our panelists: Matt Alder, Barkers Giles Guest, Enhance Media Don Leslie, BLT Matt Alder, Barkers Charles Hardy, TMP Tony Restell, Top-Consultant & ConsultancyRoleFinder
  74. 74. Finally, two dates for your diary…
  75. 75. The Consultancy Careers Fair 8 th & 9 th October 2009 The Barbican Hall 1, London
  76. 76. Recruiting in a Tough Market 2009 Tel: +44 (0)207 667 6880 Friday 6 th March 2009

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