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Realities Of Resourcing
- 1. Realities of Resourcing Marie Blanch Gareth Lloyd
- 8. Recruitment Industry Overview Definitions and Stats In 2008, the UK Recruitment industry placed 1.2M contractors & temps, and 726 000 permanent staff Places contract, temporary and permanent staff into roles across all sectors & disciplines of the UK economy.
- 9. Recruitment Industry Overview Gross Annual Sales, Recruitment Industry LAST 7 YEARS 2002-2008 YEAR INDUSTRY SALES (£Billion) 2002 £24.25 bn 2003 £23.01 bn 2004 £24.51 bn 2005 £23.47 bn 2006 £24.84 bn 2007 £26.67 bn 2008 £27.01 bn
Editor's Notes
- Over 10yrs in the HR field Mix of Recruitment and Training Ran the in-house training function at CIPD 4.5yrs Completed my Certificate in Training Practise while there Then took a change in career direction and went into Recruitment profession Now Head up our Interim Management division.
- Consultative approach - we work in partnership with clients, meeting regularly and building relationships for the long term. This ensure we fully understand the business, the type of culture and specific requirements and stay in touch to keep up to date with any changes etc so we are equipped to respond quickly and so the client knows and trusts us to deliver again and again. Advisory capacity NOT job order filling – we advise our clients and give them open and honest opinions. We provide a short-list of potential candidates for them to interview with our recommendations, we don’t just send CV’s on mass like many Recruitment agencies who operate a high volume low margin model which is low cost and so when a vacancy is called in they simply pull up a list of 50 CV’s and send them over to the Manager who then has to sort through and select who they like then interview. We do this part for our clients. Specialists NOT generalists – tend to find many Consultancies work in specific markets which allows them to be ‘experts’ in their field in order to advise clients, so they know what is happening in their sector and work closely with a network of professionals in this field. Proactive NOT reactive – actively network to identify professionals they want to work with and ear-mark if suitable for clients for the future, and keep up to date with contract professionals checking availability. When we take on a requirement we agree a process and look at it as a “Recruitment Project”. This means setting timescales and expectations to meet the desired delivery. This includes setting Service Level Agreement (SLA’s).
- What happens behind the scenes and what should you expect to happen? What service do you want?
- You want to ensure your vacancy gets maximum coverage to the right people whilst maintaining your confidentiality. You should expect the role goes out to the relevant market via advertising on internet job boards and press. We have an intelligent database that allows us to tag candidates who might be suitable for particular clients so we can pull these up first. We also do a targeted marketing campaign using SMS and email to those that match based on skills & experience, location, monetary expectations etc. We work with a retained network of consultants and also get referrals and recommendations to find the right people for the role. We have a head hunting division which identifies suitable professionals in the market place and approaches them with the opportunity. More often than not, the available pool of people looking for work are not the ‘best’ candidates for the role so we don’t fish in the same pond as everyone else to ensure we find the gems out there in the market that perhaps our competitors have not discovered.
- It is important to set expectations on timescales upfront. We often hear clients say they want someone ASAP, but this can mean totally different timescales to different people so you need to be specific and realistic. Think about when the new recruit is needed and work back. For example, if someone has handed in their notice and is on a one month notice period, then the recruitment needs to start often straight away especially if you want to allow for a 2 nd stage interview. Agree when you want to review CV’s and block out time in your diary to review them.