Recruitment trends

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Information about Recruitment trends
Business & Mgmt

Published on February 18, 2014

Author: adamrec98

Source: slideshare.net

Description

A short presentation on some of the main recruitment trends from 2012-2013

The presentation will also cover Mobile recruitment and effective Social Media use

Lastly you'll be able to read all our date led reports

Recruitment trends2012/2013 @WeAreAdam www.weareadam.com London: 0207 8717 665 Manchester: 0161 359 3789

 Vacancies at 15 year high  Every Sector in growth  Perm jobs month on month increase since October 2012 Trends  Employment confidence increasing  Hiring intentions improving temp & Perm  65% of employers will increase their perm headcount in the next three months

 Economy grew by 1.9% in 2013 and forecast 2.5% in 2014  Record Employment – even with economy not back to 2008 levels  Unemployment – Falling from 7.7 in August to 7.1 % UK Labour Market  Youth unemployment and long term unemployment still too high  Skills and talent shortages, worsening in many sectors, especially digital  Perm starting Salaries rising  Immigration, living costs and productivity the key issues

INDUSTRY TURNOVER (£BILLION) Recruitment Industry Turnover TEMPORARY/CONTRACT PERMANENT 24.1 2.4

Annual figures per consultant (permanent roles) Average value of sales per consultant is £83,955 Below the pre-recession peak of £96,954 Average number of placements are 21

 Deep expertise in their niche The mould for an ‘inch wide, miles deep’ consultant  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

 Often in the contingent labour market  Low margins / high volumes The mould for a ‘low cost operator’ consultant  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

 Branch model with regional focus  Generalists – temps and perm The mould for a ‘traditional plus’ consultant  Full service model  Often do commercial / office/ industrial + 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

 Relationship oriented The essentials of todays modern recruiter  Long term view – take time to get to know client  Responsive, available  Anticipate issues and offer solutions  Not cheap but takes long term commercial view It’s all about Trust!

The essentials of todays modern recruiter (Part II)  Market knowledge  Aware of Industry/sector issues and impact on talent  Knowledge of key players and who is up and coming  Up to date with trends in talent, compensation and new processes/business models. Become respected

Mobile Recruitment and the future..

The New Age .

88% of UK Job Seekers have used a mobile device to search for jobs in the last year Google Consumer Survey 2013  “If you have a social strategy you need a mobile strategy” So what’s the deal with mobile?  LinkedIn mobile traffic has increased by 30% since 2011  1/3 of job views are from a mobile device  The big advantage is privacy, removing the awkwardness of fielding calls from recruiters at work

 SMS system-Job alerts, arranging interviews, next payroll date  Instant Messaging? (Grew 203% in 2013) Where would I start with mobile?  Re-design job alerts for mobile devices  Share content that is image heavy  Make applying on LinkedIn easy  Ensure ‘Social Sharing’ is an easy process with your content

13M+ BELGIUM 5M+ 2M+ FRANCE SPAIN TURKEY 6M+ 1M+ 1M+ ITALY CANADA 1M+ NETHERLANDS 7M+ 9M+ 4M+ UNITED KINGDOM SWEDEN DENMARK 93M+ Social Media and Job Search UNITED STATES OF AMERICA 1M+ 16M+ 24M+ 1M+ UNITED ARAB EMIRATES 2M+ INDONESIA PHILIPPINES 1M+ MALAYSIA INDIA 2M+ 1M+ SAUDI ARABIA SINGAPORE BRAZIL 5M+ AUSTRALIA 3M+ 277M+ 1M+ SOUTH AFRICA NEW ZEALAND Members worldwide +2 New members per second

 Twitter is currently growing faster than LinkedIn  Engagement increases for ‘Tweets’ under 100 characters, essentially keep any posts or briefs “short and sweet” Getting the most out of social  70% Job adverts are read on a mobile device- make sure there isn’t a plethora of text and definitely have a clear cut call to action  Post jobs regularly in groups on LinkedIn  Make sure all your job postings on social media have a LINK, but then again don’t cram all the text in , there is an 86% increase in interest with links  Asking for shares on your posts can lead to 23x more engagement  Specific #Hashtags help: use niches, instead of saying #Job, put something like #DigitalManagerManc or #FMCG

Adam’s reports  We’ve recently started releasing data driven reports which give insights into various modern trends, click on the links below to take a look Social Media & The Law Digital Jobs: Manchester vs London Employee Engagement

 Sources adapted from #RLCon  Adam are a Sources  Reports can be found on www.weareadam.com/blog.aspx  Special thanks to Capita, Amaze and LinkedIn

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