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Kevin Green, CEO REC Recruitment International No: 1 Recruiter Event. Sub heading. 19 th September 2013. Agenda. Economic and Jobs market overview Talent crisis The recruitment landscape is changing fast! Winning ways to compete People high up in the strategic mix

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  1. Kevin Green, CEO REC Recruitment International No: 1 Recruiter Event Sub heading 19th September 2013

  2. Agenda • Economic and Jobs market overview • Talent crisis • The recruitment landscape is changing fast! • Winning ways to compete • People high up in the strategic mix • Attract, retain and motivate • REC’s role ‘Recruitment as a career’ • How Apprenticeships can help, pros and cons • Good recruitment campaign

  3. Economic trends • No double or triple-dip recession • The recession in 2008 was deeper than previously estimated Gross domestic product (GDP) during that time is now estimated to have dropped by 7.2% from peak to trough • The ONS confirmed that GDP grew by 0.3% in the first quarter of 2013 and a further 0.6% in Q2 2013 • PMI index showed strong growth in all three sectors of the economy manufacturing, construction and services • OCED predict growth of 1.7% across the second half of the year • Economic forecasts 2.2% growth in 2014 ONS (June 2013)

  4. REC Report on Jobs • Temps rise at fastest pace in 15 years! • Perms strong growth 61.3, if over 50 it indicates growth • Vacancies increase at sharpest rate in 6 years • Starting salaries strongest figures in 5 and a half years • Temp rates rise for seventh consecutive month • Skills shortages include: engineering, professional media/PR, IT, sales and rail • Temp skills shortages: drivers, PAs, engineering

  5. Report on Jobs Sectors – perm

  6. Jobs Outlook – perm hiring intentions

  7. The war for talent • 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

  8. The recruitment landscape is changing

  9. How? • Market growth returning • Consolation • Margin pressure • Intermediaries • Social media • Move to in-house • Client and candidate perception

  10. How the winners are competing! • Hour glass market • Niche – an inch wide and a mile deep • Low cost model and scale • Can’t be both!

  11. Where to invest, how to differentiate • Either model is about; • Relationships • Sales capability • Customer service • And always great management

  12. REC your partner in developing your people • Ofqual recognised qualifications • Professional Institute • Extensive training (in-house and open) • Apprenticeships

  13. Apprenticeships in Recruitment | Building the future of recruitment The new apprenticeships in recruitment have been designed with your needs in mind. Built to help you attract and develop talent Things couldn't be more straightforward. We have devised a comprehensive set of resources to ensure that you have all the facts at your fingertips. Register your interest now: www.rec-irp.uk.com/apprenticeships

  14. IRP Advocacy Programme | • Set yourself apart as an employer if choice • The IRP Advocacy Programme is a way for you to demonstrate professionalism through promoting the benefits of IRP Membership to clients, candidates and staff. • IRP enables your business to: • Create a USP as an employer of choice • Attract and retain best recruitment professionals • Demonstrate to your clients that you are the best and that you invest in your people • Keep your staff engaged and motivated • Acknowledge and celebrate the performance of your people through the IRP Awards • Become recognised as a leader in business excellence • Play a key role in helping your industry achieve Chartered Status • Listing on the IRP Advocacy Register • Gives your employees access to lifestyle benefits.

  15. Recruitment has Strong ‘Consumer’ Brand Values in the UK

  16. Who Are Seen as Most Professional? 276% 632% 439% Lawyers Journalists Estate Agents 178% 347% 534% Teachers Recruiters Politicians

  17. REC’s youth employment charter • Going into schools to provide advice and guidance • Position the industry as a career • Build you employer branding • Developing tomorrow’s talent

  18. The REC Good Recruitment Campaign Purpose of the employers panel • Bringing together a group of HR, talent, procurement and business leaders to advise the REC and provide employer insight on the future of recruitment. The panel will provide a client’s perspective on current trends and the recruitment landscape over the next decade. This will be used by the REC to inform our research agenda and the advice we provide to our members

  19. Charter Principles • Our recruitment procedures are fair and ethical, with specific regard to actively promoting diversity and inclusion within the workplace; • We will exercise recruitment best practice and apply this equally to temporary, contract, fixed-term, zero-hours and part-time workers; • The candidate experience delivered is of a high standard with on-going communication during the recruitment process including two way feedback for all those interviewed; • Flexible working arrangements and adaptive working packages are offered wherever possible as a way of boosting inclusion and attracting talent; • Those managing and delivering the recruitment process, whether internal staff or external providers, work to recognised standards having undertaken any relevant training/qualification and are committed to continuous development; • External recruitment providers are signed up to industry Codes of Practice and can demonstrate a commitment to best practice; • Recruitment best practice is ensured throughout the supply chain including where different resourcing models such as RPOs or vendor arrangements are in place; • Recruitment procedures help to address the challenge of youth unemployment, for example through the provision of apprenticeships and traineeships and by working with recruitment organisations who have signed up to the REC’s Youth Employment Charter; • Recruitment procedures are regularly reviewed and feedback sought from candidates and those appointed in order to determine the effectiveness of the attraction and selection processes. These are benchmarked against the latest research into resourcing best practice. Both methods are used to ensure recruitment process is continually improved.

  20. Thank you Sub heading

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