Post on 16-Nov-2014
description
Recruitment trends- 2012/2013 @WeAreAdam
www.weareadam.com
London: 0207 8717 665 Manchester: 0161 359 3789
Trends
Vacancies at 15 year high
Every Sector in growth
Perm jobs month on month increase since October 2012
Employment confidence increasing
Hiring intentions improving temp & Perm
65% of employers will increase their perm headcount in the next three months
UK Labour Market
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 %
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
Recruitment Industry Turnover
Permanent
Temporary/Contract
2.4
24.1
Industry Turnover (£billion)
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
The mould for an ‘inch wide, miles deep’ consultant
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
The mould for a ‘low cost operator’ consultant
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
The mould for a ‘traditional plus’ consultant
Branch model with regional focus
Generalists – temps and perm
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
The essentials of todays modern recruiter
Relationship oriented 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 newprocesses/business models.
Become respected
Mobile Recruitment and the future..
The New Age
.
So what’s the deal with mobile?
“If you have a social strategy you need a mobile strategy”
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
88% of UK Job Seekers have used a mobile device to search for jobs in the last year
Google Consumer Survey 2013
Where would I start with mobile?
SMS system-Job alerts, arranging interviews, next payroll date
Instant Messaging? (Grew 203% in 2013)
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
Social Media and Job Search
2M+INDONESIA
2M+PHILIPPINES
1M+MALAYSIA
1M+SINGAPORE
1M+SAUDI ARABIA
16M+BRAZIL
93M+UNITED STATES OF AMERICA
9M+CANADA
24M+INDIA
5M+AUSTRALIA
1M+NEW ZEALAND
3M+SOUTH AFRICA
1M+UNITED ARAB EMIRATES
13M+UNITED KINGDOM
7M+FRANCE
6M+ITALY
1M+BELGIUM
1M+DENMARK
2M+TURKEY
4M+NETHERLANDS
1M+SWEDEN
5M+SPAIN
277M+Membersworldwide +2 New members per second
Getting the most out of social
Twitter is currently growing faster than LinkedIn
Engagement increases for ‘Tweets’ under 100 characters, essentially keep any posts or briefs “short and sweet”
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