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

Industry Turnover (£billion)

24.1

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

Sources

Sources adapted from #RLCon

Adam are a

Reports can be found on www.weareadam.com/blog.aspx

Special thanks to Capita, Amaze and LinkedIn