How do London employer’s recruit? London, May 2011 Recruitment & Employment Confederation.

How do London employer’s recruit?

London, May 2011Recruitment &Employment Confederation

Background - who we areThe REC is the trade association representing the whole of the UK recruitment industry

We have over 3,700 Corporate Members

Over 700 professional permanent recruiters

Representing 75% of the Interim Market

Over 500 business dealing within contracting market place

We have over 6,600 individual Members

The REC and predecessor companies have represented the industry for 80 years

Positioning the industry’s voice

Research CIPD - productive relationships7 Secrets of Successful Recruiters Riding the recessionSalary & Benefits & Recruitment Market Trends

Integrated Campaigns HELPSerious about StandardsAcademy for Business “all in one place”

Thought leadershipWhite paper “Gateway to Success”REC Annual Convention “Future of Employment”

Lobbying AWD . Commission lead the debate

3 SummitsGot 60/70% of what we wanted – including delay to 2011

Pensions/Vetting and Barring© Copyright REC 2010

Working as a business coalition

Risk management for clients Code of Professional Practice (Best Practice) Four inspectors – 35 inspectors per monthSelf assessment process Complaints Procedure Committee (CBI & TUC) Institute of Recruitment Professionals – Code of Ethics

Raising standards = Raising perceptions

1. What is the outlook for the London Jobs Market?

2. Latest trends in the recruitment and retention key staff?

3. Current and forthcoming regulations we need to be aware of?

4. Leading edge recruitment practices - what does great look like?

5. Using employer brand and other 'talent magnets'.

6. Conclusions – What this all means for the Work Programme

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HOW DO LONDON EMPLOYERS RECRUIT?

The outlook for the London Jobs market

• High-end, high skilled jobs remain in demand;

• A number of sectors are recruiting: Technology, engineering, financial services, office admin, hospitality & catering, security;

• Furture needs – eg: care, social work;

• The what and the how - Different ways of working;

• Outlook for the public sector.

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Outlook for the London Jobs Market

REC Public Sector campaign

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1. Latest trends in the recruitment and retention of key staff

2. Current and forthcoming regulations we need to be aware of?

3. Leading edge recruitment practices - what does great look like?

4. Using employer brand and other 'talent magnets'.

© Copyright REC 2010

Open discussion

Added Values Services

Key themes from the research include:

Adding Value to the core process is key to future successMenu of over 20 discreet ‘Added Value’ services availableHow to build and articulate a compelling propositionUsed to defend margins or build a new incremental revenue stream

Advocacy Framework ..

.. provided the conceptual structure for the research:

Advocacy

Commitment

Satisfaction

Transaction

Trust

Awareness

Employerbrand

& values promoted

via comms & strong

relationship

Going theextra mile

Servicedelivery

Added value

ENGAGEMENT

Contract

Key stakeholder = recruitment agency/consultant

The Ideal Relationship Framework:

“We can say anything to them and it will be in the best interests of our relationship”

Openness & Honesty Trust

Mutual Respect

Permission to

challenge

Discuss & agree

solutions to

problems

Adding value/

anticipating

future needs

Agency acting as extension

of employer

brand

Clear performance measures & regular reviews

Mutually agreed quality-quantity balance

Next steps and wider context

Other recent research…

Social Media Sector profilesTechnology 2020

Hire Power

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Key themes from the research include:

Targeted at hiring managers in the public sectorArgues against ‘slash and burn’ approach Agencies key to enabling this major change programme:

LeadershipAccessing scarce skill setsWorkforce flexibility

Gives the business case for main recruitment models: PSL, MV, VN, RPO, Direct

Recognising the political dimension

For example, the Youth Employment debate:

1 million 16 – 24 year olds are not in work/training or educationREC taskforce Chaired by Baroness Prosser (Dept Chair EHRC)Employers (IBM, Barrett Homes, RAF, Sky and Eurostar) Recruiters, business bodies, welfare providers

and educationalists also membersPractical recommendations to Government,

Employers and education establishments.

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The longer term - Recruitment 2020

Recruitment &Employment Confederation

Final views and feedback

Looking out, looking in…

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