Aspen in House Agency to in House Candidate Experience

7/24/2019 Aspen in House Agency to in House Candidate Experience

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CandidateExperiencePaper

SURVEYRESULTS

Movinginhousefromthe

externalrecruitment

market


2/16

AspenRecruitmentPartners2013 2 www.aspeninhouse.com

INTRODUCTION

In2012,

Aspen

In

house

noted

an

increase

in

volume

of

external

recruiters

(agency

and

executive

search)

seeking

to

moveinhouse,buttypicallystrugglingtodosoforanumberofreasons:

Lackofawarenessofwhereopportunitieswere

Concernoverunderminingtheirexistingrolebydirectlyengagingwithopportunitiesorapplyingdirectly

Apreferenceforhiringorganisationstorecruitexperiencedinhouseprofessionals

Typicallywehaveseveralhundredrecruitmentconsultantsandexecutivesearchprofessionalsregisteredatanytime

seekingtomakethemoveinhouse,butfoundonlyaverysmallpercentagemanagedtodoso. Wehaveaskedthese

individualsoveranumberofmonthstocompleteananonymoussurveyabouttheirexperienceofseekingtomovein

house,andtheresultsareincludedinthisdocument.

ABOUTUS

AspenInhouseisthespecialistproviderofrecruitmentprofessionalstoinhouserecruitmentfunctionsandRPO

organisations. Wehaverecruitedfromresource/researchertoHeadofTalentAcquisition/Recruitmentandforspecialist

roleswithinRPOsuchasthoseinImplementationandBusinessDevelopment. Since2011,Aspenhasdelivered

bespoketrainingforinhouserecruitmentprofessionalsthroughdelegatedayswithindividualsfrommultiple

organisationssharingtheirexperience,andteamtrainingdayswithsingleclients. Allouranonymoustrainingfeedback

ranksour

courses

as

Excellent

or

Good.

Aspen

takes

along

term

view

to

our

clients;

we

measure

ourselves

on

the

successinpostofourplacements.Thisisdemonstratedbytheconsistentlongevityinpostofrecruitmentprofessionals

hiredthroughusandthecompletionandextensionofcontractstoourshortertermplacements.

AspenoperatesfromtheUKbuthascompletedmandatesthroughoutEurope,MiddleEast,andAsiaPacific.


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CENTREFORINHOUSERECRUITINGEXCELLENCE

Aspenruns

CIRE,

aLinkedin

Group

of

some

2,300+

in

house

recruiter

members

around

the

world.

The

group

is

aforum

fordiscussionandinformationsharing aplaceforpeopletofindnewrolesorsharepositionsdirectlywithintheir

teams. In2012,CIREhosteditsfirsteventsinBristolandLondonwhichhaveallbeenfreetoattendandincluderegular

forumsforinhouseexecutivesearchprofessionals,sectorspecialistdiscussiongroups,andregionalmeetups. In2013,

ourprogrammeincludesfurtherexecutivesearchforums,aconference,networkingeventsacrosstheUK,andspecialist

discussionsondiversity,research,technologyandsourcing. Ifyoudlikefurtherinformationaboutanyofthis,contact

AndrewMountney.

THEFINEPRINT

Throughoutthesecondhalfof2012andearly2013,AspenRecruitmentPartnerssharedthesurveyquestionswitha

numberofrecruitmentprofessionalswhohadexpressedaninterestinmovinginhousefromtheexternalmarketplace.

Participantswere

asked

to

answer

twenty

eight

questions

anonymously

about

trying

to

make

the

move

in

house.

Questionsrangedfrombuildingaprofileoftheirexperience,tounderstandingtheiraspirationsandmotivations,to

lookingatthechannelstheyhadusedtotryandmakethemove. Wesoughttobuildapictureoftheexperiencethey

wentthroughwhenseekingtomakethatmove,fromunderstandingapplicationacknowledgementratestosuccess

ratesingettinghired. Theseresultsarebasedonseventysetsofdatacollectedwhichareoccasionallysupportedwhere

specifiedbydatadrawnfromAspensdatabase.

Most in-house roles require in-house experience
http://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/abouthttp://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/about


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EXECUTIVESUMMARY

Makingthe

move

in

house

is

hard.

It

requires

planning,

persistence,

flexibility

of

engagement,

abit

of

luck,

aCV

that

representswhatthehiringmanagerislookingfor,andhavinglookedintherightplacefortherightroleinthefirst

place!

Itmaysoundobviousbutwith58%ofrespondentsfindingmakingthemovemoredifficultthantheyexpected,its

worthrestating. Demandforinhouserecruitmentprofessionals,whilerisingagaininearly2013,remainsfirmlyseton

hiringthose

with

prior

in

house

experience.

And

the

biggest

barrier

to

most

external

recruiters

looking

to

make

the

moveacrossisthattheirCVandbackgroundisnotevenconsideredappropriatebyclientsforrolesthatthecandidate

personallytendstoviewasjunioror,worsestill,easy!

Ourresultsgaveusonequitesurprisingfigure. Ofourrespondents,

30%hadsecuredaninhouserole.Thissoundedextremelyhightous

and

a

detailed

analysis

of

all

external

candidates

who

had

registered

withusinthelastsevenmonthsshowedthatjust15%hadactually

managedtomakethemove amorerealisticmeasureofchancesto

thoseconsideringthemove.

Under 15% of external

recruiters have managed

to secure a role in-house

in the last seven months

Theresultsalsodispelledthefailedrecruitermythoftheinexperiencedsalespersonwhocannothackitandwantsto

goinhouse. Wefoundthat70%hadoverfiveyearsexperienceintheindustryand68%hadseentheirincomeincrease

orstaythesameoverthelastthreeyears. Thisfitstheprofileinrecentyears:thosewhohavesucceededintheexternal

recruitmentmarketbutareseekingacareerthattheydonotbelieverevenuegeneratingrolescangivethemany

longer. Theybeginaplannedlongtermmovetowardsdevelopingacorporatecareer;somethingthatcitedasthe

mostpopularpriorityreasonformovinginhousebyourrespondents. Thiscontrastedstronglywithanothermyththat

movinginhouseisaboutgettingawayfromsaleswithescapingcoldcallingthelowestrankedpriority.*

*Editornotes:Thatsaid,itsusuallyoneofthefirstthingscandidatessaytouswhenlookingtomovefromagency!


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Oneareathatdidnotshockus,butshould,isthatthevastmajorityofrecruiterslookingtomoveinhousearesimply

not

looking

in

the

right

place

to

find

a

role.

Historically,

the

RPO

firms

are

the

most

willing

employers

of

external

recruitersseekingtomakethemoveinhouse,yetonlyAlexanderMannSolutions(40%applicationrate)andOchre

House(29%)hadreceivedapplicationsfrommorethanaquarterofthishighlyactivegroupofcandidates thoserates

aretoolow.

Outsideofthis,inthemain,respondentshadreliedonapplyingtoadverts,particularlyonLinkedin,wheretheyalso

triedtobuildrelationshipswithslightlysuspiciousinhouserecruiters!Onthedayofwriting,acursorylookatinhouse

recruiterjobsonLinkedinshowsatypicalapplynowrateof3570applicantsforrolespostedwithinfortyeighthours,

sotheoddsareprettylowattheoutset!

47% of

recruiters would

not consider

RPO firms as an

employer

Wevelongbeenadvocatesofrecruitersseekingtomoveinhousemaximising

theirchancesbytakingtheappropriateapproachtomovinginhouseandwe

broadlyadvisethefollowing:

Respondtoadvertswhereyourskillsetisaclearfit(onlywhereinhouse

recruitmentisnotstatedasarequiredexperience)

Useyournetwork,typicallyyourbestclientisalikelyemployerthereis

oftenamindsetthatthiscarriesriskofthesearchgettingbacktotheboss

butyour

clients

have

more

to

worry

about

and

may

like

the

idea

of

you

coming

inandsavingthemspend


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WhereyouseeappropriateopportunitieswithRPOs,applytothemaswell;youshouldnotdiscountthem

PuttogetheranappropriateCV.Wevewrittenaboutthismanytimesandyoucanreadmorehere

Beasflexibleasyoucanaboutengagement;inthecurrentmarketyourfutureemployermaywanttohireyouon

acontractorinalocationthatstretchesyourcommute,butthisisacareermoveandonewhereyouare

competingperrolewithtenstohundredsofothers themoreyoucanstacktheoddsinyourfavour,thebetter

Understandthatemployerswillnothavethatflexibility;youmaybewillingtoworkinadifferentmarketsector,

recruitadifferentfunction,ortakeachancetoboostyourcareer,buttheemployertypicallyinthecurrent

marketwantsasafeoption someonewhosrecruitedthatjobforsomeonelikethembefore.Donttakethat

rejectionpersonally

Giveyourselfaslongasyoucan;makingthismovetakesmonthssometimes. Seekingarolewhenoutofwork

fromanexternalroleandneedingsomethingimmediatelyputsyouunderhugepressure. Youmaygetluckyand

getacontract,butyoumaybeunderevengreaterpressurethreemonthsdowntheline
http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/


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OTHERHEADLINEFINDINGS

TheworstperformingRPOfor

acknowledgementshadresponded

toonly56%ofapplicants*Minimumof10toqualify

ThebestperformingRPOhad

respondedto92%ofapplications*Youllhavetoreadonifyouwanttoknowwho

Somerespondentshadreceived

NOacknowledgementofany

applicationtheyhadmade30%ofrespondentshadnotbeen

calledtoasingleinterviewfrom

theirapplications

Ofthosestillseekinganinhouse

role,52%hadbeenlookingfor

oversixmonthsWhenconsideringadirectly

employedrole,37%hadnot

appliedtoaroleduetoanegative

experienceasaproviderorofthe

organisationsbrandThemostregularlystatedobstacle

tosecuringaninhouserolewas

lackofinhouseexperience


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THEBACKGROUND

Inthis

section

well

take

alook

at

some

of

the

basic

background

results

of

respondents.

Howlonghaveyoubeenlookingtomoveinhousefor?

03months 23%

46months 10.5%

7

9

months

14%

912months 10.5%

12months+ 12%

NA/movedinhouse 30%

Howmanyroleshaveyouappliedforsofar?

0 13%

15 45%

610 15%

10+ 27%

Howmanyinterviewshaveyouhad?

0 30%

13 45%

46 19%

6+ 6%


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THECONTENTIOUS

ISSUE

RPO

OR

DIRECT

EMPLOYMENT

PeopleinrecruitmenthaveanopinionaboutRPO,whatevertheirroleintheindustry,andtypicallyitisentrenched.

Whateverthatviewis,itisworthconsideringsomebasicfacts:

RPOdeliversaservicethatisvalued,typicallybytheirclients,andinmanycasesdoesexactlywhataninhouse

teamwould

otherwise

do

RPOsarethelargestemployersofonsiteorinhouserecruitmentprofessionals

RPOsarecommercialorganisationswithanappetiteforhiringfromrecruitmentconsultanciesanddeveloping

thosepeople

RPOemployeesareunderthesametimepressuresasallotherrecruiters,whetherexternalorinhouse

WhydoImakethesepoints? Well,ourroleisnottowavetheflaginsupportofRPOsandourbusinessdoesnotrelyon

themtomakethemofflimitsfromcriticism,buttherealityisthatRPOtakesalotofbrickbatsfromrecruitment

professionalsfor

essentially

delivering

aservice

to

aclient;

something

that

often

those

on

the

attack

would

like

to

do!

Whilethereareindividualcases,astherewouldbewithcorporateemployers,onissuessuchaspaymentterms,fee

agreementsandopportunitiestobeonPSLs,thathavemadelifedifficultforexternalrecruiterswithRPOproviders,

theseissuesarenotuniquetoRPO.


10/16


Therealityisthatformostexternalrecruitersseekingamoveinhouse,RPOisahighlylikelyemployerandit

shouldbeadesirableone. Butitisnot.

Only36%ofrespondentshadapositiveorverypositiveimpressionofRPOcomparedto76%fordirectinhouse

recruitment

25%ofrespondentshadabroadlynegativeimpressionofRPOcomparedto9%ofdirectinhouserecruitment

Thistells

us

that

there

is

aserious

piece

of

education

to

be

done

around

the

role

of

RPO

and

the

employment

opportunitiesitholds. Whilethefiguresdemonstratethestrongappealofdirectinhouserecruitment,the39%of

thosewhoareneutralonRPO,tome,showthatthereisamajoropportunityforRPOcompaniestodemonstratetheir

valueasemployers. Aswewillcomeontoshortly,thereisacollectivedifficultyhere. Whiletheoutsourcedfirmswould

probablyargueoverthevalidityofotherstocallthemselvesanRPO,anexternalrecruiterseesverylittledifferenceand

islikelyjudgingthewholesectorbasedononeexperience.

THATRPOEXPERIENCE

LetssetthecontextforapplyingtoRPO:

47%ofrespondentswerenotwillingtoconsideranyroleswithRPOemployersandhadnotdoneso

OfthoserespondentsconsideringroleswithRPO,44%statedtheyhadnotappliedtoaspecificoneduetotheir

experienceworkingwiththemasasupplier

ThisisnotauniqueissuetoRPOthough;directemployersalsosufferherewith37%notapplyingtoa

specificopportunityduetotheirexperiencewiththemasasupplier


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Forapplicationvolumes,thetopthreeRPOs(ofthirteenfirmsstated)inorderwere

AlexanderMannSolutions(40%ofwholerespondentpool)

OchreHouse(29%)

ResourceSolutions(23%)

Thestated

response

rates

to

applications

were

incredibly

varied;

of

those

receiving

aminimum

of

10

applications,therewereresponse/acknowledgementratesaslowas56%

Thebestperformersforacknowledgementrates,basedonaminimumof10applications,inorderwere

ResourceSolutions(92%acknowledgementrate)

RandstadSourceright(81%)

AllegisGroup

Services

and

Hays

(80%)

ThereisahugeopportunityherefortheRPOsectortohiremorepeoplewhowanttoworkinthekindsofrolesthey

havebutwherethecandidatepooldoesnotviewthemintheappropriatelight.Butjustasthereiscurrentlyaserious

debateongoingabouttheimpactofcandidateexperienceonbrandintheconsumerandonlinesectors,soRPO

companiesmay

have

to

consider

whether

some

of

their

relationships

with

providers,

and

their

approach

to

them,

are

damagingtheirchancesofemployingrecruitersinthefuture.


12/16


THEINHOUSECONTRAST

Whilewe

were

not

able

to

specify

as

clearly

the

potential

employers

directly

in

house

given

the

far

higher

volume

of

companieswithfarsmallerteams,wewereabletogetasenseofthecandidateexperienceagainhere:

80%ofourrespondentshadappliedtoadirectlyemployedinhouserole

44%ofrespondentsstatedtheywereonlyapplyingtodirectlyemployedinhouseroles

Thevolumeofapplicationratesvariedsignificantlybutthemedianwas5perrespondent

Applicationacknowledgementlevelswerehugelyvariedfrom0100%

COMMENTS

Tofindanewrole,werecommendthatcandidates,whentheydonothaveinhouseexperiencealready,takeabroad

lookattheopportunitiesinthemarket. Itsclearthatthatisnotcurrentlyhappening. Toenhancethechancesof

makingthemove,bothcandidatesandemployershaveanumberofopportunitiestheycantakeadvantageof:

Candidatesshould

consider

the

odds

of

employment;

direct

in

house

teams

are

typically

small,

so

in

any

given

yeartheremaybeonlyoneoptionwithoneteamwhichtheirapplicationissuitablefor,sobeawareyoumay

needtointerviewforawidernumberofrolestobesuccessful


13/16


DoengagewithRPOfirms;theyemployhighervolumesofonsiterecruitersandmaywellhaveregular

opportunitiesoverayear,eveniftheydonottoday

Directemployersshouldconsidertheskillsanagencyrecruitercanbringalongsidethosewithinhouse

experience;typicallyweareseeinghiresfromagencyhappeningafteralongperiodofseekingaperfectin

houserecruiter

at

alow

salary.

Open

the

field

to

agroup

who

are

really

keen

to

work

for

you

and

will

be

loyal

RPOfirms,considerthegeneralbrandofRPO,notjustyourown. Canyoudomoretohelprecruitersunderstand

therecruitmentpropositionyoucanoffer?


14/16


THEBIGGESTCHALLENGE?(INTHEWORDSOFTHERECRUITERS)

Noinhouseexperience

Location

Imtoo

expensive

Lack

of

CIPD

Thevolumeofother

peoplelooking

Provingmyskills

aretransferable

Ridiculouslabelofbeing

anagencyrecruiter!

Mythreemonth

noticeperiod

Age

Havingthe

rightsector

experience

Movedbetween

jobstoooften

recently


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CONCLUSION

Inhouserecruitingishighprofilein2013. Imprettysuretheexposureitgets,andthelowerlevelsofplacementsmany

externalpermanentrecruitersandexecutivesearchprofessoinalsaremaking,helpperpetuatetheviewthatthe

numberofinhouserecruitersoutthereishigherthanitreallyis. Inmanyways,inhouserecruitingisstillinitsinfancy

andin

2013

we

are

seeing

real

pressure

on

in

house

functions

and

RPOs

to

deliver

far

more

with

less

budget,

and

often

thesameorlessheadcountinamarketwherepeoplearesuspiciousofmovingfromemployersandnervousaboutthe

economicoutlook.

Thefutureofinhouserecruitinganditsgrowthwilldependonthepeoplewhodeliveritand,justaspre2008when

functionsbegantogrowforthefirsttimeinmanylargerbusinesses,theywillrelytosomeextentoranotheronhiring

fromtheir

agency

cousins.

The

good

news

for

employers

is

that

in

house

recruitment

is

becoming

agenuine

career

of

choiceformanyexperiencedrecruitmentprofessionals;thetougherpartforthoselookingtomakethatmoveisthat

themoveishardertomakethanmostwouldlike.

Ifyouwanttodiscussanyelementsofthisreportingreaterdetailaseitheradirectemployer,RPObusiness,orrecruiter

(agency,RPO,orinhouse),dofeelfreetogetintouchwithus werealwayshappytotalkrecruitment!

Ifyoureaninhouseprofessional,comeandfindourCentreforInhouseRecruitmentExcellencegrouponLinkedinor

Twitter,wheretheresplentyofdebateandeventstobefound. PleasealsoconnectwithAndrewonLinkedin.
http://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/abouthttp://twitter.com/C4inhouserechttp://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://twitter.com/C4inhouserechttp://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/about


16/16


CONTACTS

AndrewMountney

[email protected]

AspenInhouse 01737735026
mailto:[email protected]:[email protected]

Aspen in House Agency to in House Candidate Experience

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