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NRF update and Recruitment trends Date: May 1 st 2014 #nrfconf14 Speaker: Peter Cosgrove
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NRF update and Recruitment trends

Date: May 1st 2014 #nrfconf14Speaker: Peter Cosgrove

We are calling this a step into the future and all the presentations we hope will motivate, inspire you and challenge you to think differently about how you should run your business in 2014 and beyond whether tits recruitment tredns, busienss case studies, technology innovations or inspirational speakers we hope to have something for everyone.Over the next 25 minutes I would like to concentrate on three thingsThe global industry trendsThe specific Recruitment trendsSome industry updaters from the NRF

1

AGENDA

NRF Update

Global Update on Recruitment

Ireland Update

Future Trends

Conclusion

Good morning welcome to the Annual NRF conference delighted you could join us for what we hope to be a great half day of content

2

Current committee and staff

Our key objectives as a committee.its been very hard work3

The Key Objectives 2013/14Membership industry voiceEducation professionalise industryEvents connect and engagePR/ Marketing - visibilityPolicy protect and lobbySponsorship build partnersResource support for members

Membership voice of the industryEducation professionalise industryEvents connect and engagePR/ Marketing - visibilityPolicy protect and lobbySponsorship build partnersSupport members 4

Membership96% of the industry

Represent the voice of the industry

Voice of the industry5

EducationNo programme

332 certified

20142010**New** NRF course for senior recruiters - May 7th

Goal FETAC accreditationImprove the industry standing make it more professionalNew course fully booked for expereinced recruiters on sales and negotiation6

Eamonn CoghlanBobby KerrClive Ryan12 briefings - 70 (average) attendeesEvents

Our presenters are better than ever recently Clive Ryan frm facebook future of facebook advertising.With 14 for this year.7

EventsConference in 2013 with 220 attendees

NRF Awards with 323 attendees

Including linkedin briefings and regional briefings we listened to what you wantedWe are sold out at 80% of briefings8

PR / Marketing30+ articles in national media.for free

Look at the profile Ger and jackie get for us9

Our presenters are better than ever recently Clive Ryan frm facebook future of facebook advertising.10

PR / Marketing

New newsletter to members

Upgrading NRF.ie site

LinkedIn connections of over 5,000

Look at the profile Ger and jackie get for us11

Support to membersNew legal helpline established 2014

Resources section of website:NERA checklistRedundancy legislation for temporary workersTUPE pitfalls for agencies

Look at the profile Ger and jackie get for us12

Support

Look at the profile Ger and jackie get for us13

Garda VettingAnticipated that over 14,000 candidates will be vetted this year

60,000 people vetted in last 6 years14

Representation/ Policy

We are never going to be a policemen of the industryWe also cannot make rulings on practices of jobsites as we could be seen as operating a cartel you need to vote with your wallet and not renewWatch this space for policy on agency workers.

This from a committee that all have day jobsWe dont police agencies we have neither the manpower or the weight to do soWe do not keep exceelent data because we ask and we dont receive

Irish GovernmentPARESEurociettGlobal Ciett conferenceEuropean CommissionKerry jobs FairCareer ZooOECD conferenceDigital Education Conference

15

GLOBAL UPDATE ON RECRUITMENT

I wanted to give you some of the global stats on recruitment just to gove you a flavour of how other countries are finding things

16

GDP - orange lineGreen bar chart - -agency hours workedhighlihgts that agency work is not a subsitute for perm workers in bad times but works very much as a useful service as economies prosper18

The importance of being more than just a recruiter.20

the agency side

Most effective direct hire recruiting tactics? 2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts Staffing Company Survey 2013Of the following direct hire recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort?

22We asked staffing firms: Of the following direct hire recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort?

Staffing firms reported the direct hire recruiting tactic with the highest bang-to-buck return on spend/effort to be LinkedIn (36% of respondents).

A significant portion of respondents also selected the following tactics: Job boards (24%), and recruit from existing candidate list (15%).

Outside these dominant choices, the two that scored the highest were referral bonuses (4%) and list jobs on company web site (4%).

Very few respondents selected tactics outside of these five choices.

2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts Staffing Company Survey 2013Of the following temporary worker recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort?Most effective temp/ contract recruiting tactics?

23We asked staffing firms: Of the following temporary worker recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort?

Staffing firms reported the temporary worker recruiting tactic with the highest bang-to-buck return on spend/effort to be recruit from existing candidate list (29% of respondents).

A significant portion of respondents also selected the following tactics: Job boards (27%), LinkedIn (13%), pay referral bonuses (5%), and invest in look/usability of company website (5%).

So should you spend money on Seo on your own site?

Very few respondents selected tactics outside of these five choices.

Growth is top priority growing revenue, growing market share, expanding clients

What is your companys single top priority?2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts Staffing Company Survey 2013

24GREAT NEWS!Survey respondents were asked to identify theircompanys single top priority. About half of firms top priorities were directly related to growthgrowingrevenue, expanding number of clients andgrowing market share together accounted for 47% of responses.

At the other end of the spectrum, items least frequentlycited as priorities included training internal employees, retaining existing clients, and dealing with regulatory issues.

What are the best and worst decisions a staffing firm can make? best decisions: staying segment/niche focused adopting more efficient technology focusing on VMS/MSP

worst decisions: hiring and appointing the wrong people bad acquisition and expansion attempts adding too much complexity to organization 2014 by Crain Communications Inc. All rights reserved.

Source: Staffing Industry Analysts Staffing Company Survey 2013

hiring and appointing the wrong people (most common response),

25

the client side

What is the skill set for which your organization spends the most money on contingent workers

IT skills on top of wish listSource: Staffing Industry Analysts European Contingent Buyers Survey 2013

"Other" includes:Healthcare, Education/Training/Library, Finance/Accounting, Marketing/Creative and Legal

AS much as 64% of respondents believed that the skill set they reported as teir primary spend accounted for more than 50% of their spend on CW.

By far, the most commonly mentioned top skill purchase in our survey was information technology. Roughly half of buyers mentioned that as the largest component of their annual contingent spend. And we will come back to the particular skills set later in the presentation[Job roles and skill sets that are regularly mentioned by respondents include software developers, IT security managers, IT professionals with business knowledge, but also SAP skill sets]

The next largest category was engineering/design, followed by industrial, other, and office/clerical.

This result is consistent with data from our annual staffing survey, in which staffing firms primarily selling IT staffing services indicated that the majority of their revenue is typically derived from larger companies.

27

2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts European Contingent Buyers Survey 2013

MSPGlobally CWIC complianceCW in strategic planningControlling costsConsolidating suppliersVMSDiversify suppliers0%10%20%30%40%50%60%70%80%0%5%10%15%20%25%Buyers' single top priority

%integrating Service to stakeholders

Controlling Costs still tops Buyers priorities

In the current buyer survey, we asked buyers to name their ONE top priority for their program in 2013. In our 2012 buyer survey, we allowed buyers to specify multiple responses. We plot both sets of responses, with the x-axis representing a buyers single top priority (2013 data), and the y-axis representing any of the buyers top priorities (2012 data). The chart on the upper right can be understood to show intensity of interest (x-axis) and breadth of interest (y-axis) in different priorities. Three groups of priorities stand out: In the upper right corner, controlling costs was by far the most commonly cited priority. Buyers cite it most commonly as their top priority (indicating intensity), as well as most commonly as a priority (indicating breadth of interest). Additionally two other general classes of priorities emerged a second class of lower priorities included: Providing excellent customer service to internal stakeholders, integrating our contingent workforce program into broader strategic planning, and globally integrating our contingent workforce program. The third, again lower, class included: Shrinking/consolidating number of suppliers, implementing MSP, implementing VMS, managing independent contractor compliance, and expanding/diversifying number of suppliers. The only priority which varied significantly as a function of firm size was controlling costs which larger buyers tended to prioritize more frequently than smaller buyers.

28

Most buyers plan to increase their workforce2014 by Crain Communications Inc. All rights reserved.How will your total workforce change over the next two years?

How will your total workforce change over the next two years?

The proportion of buyers who plan to increase the size of their workforce in the next two years increased to 72% in 2013, from 62% in both 2011 and 2010.

Seventeen percent of buyers said that they would decrease their workforce a smaller number than in the previous two years. Ten percent of buyers plan on keeping their workforce the same size.29

IRELAND UPDATE

Joke - Russell Clements to startAlso glamour trips to kerry brussels and Cork

30

When I first recruited recruiters were similar in personality talked a lot, laughed a lot, convivial but often did not really trust each other the version in my head went something like thisI think the kid on the right is explaining the advantage of having only one sock to help with his dance movesbut luckily our industry has moved on

31

When I first recruited recruiters were similar in personality talked a lot, laughed a lot, convivial but often did not really trust each other the version in my head went something like thisI think the kid on the right is explaining the advantage of having only one sock to help with his dance movesbut luckily our industry has moved on

32

Jobs in the UK up 700,000 on last year

Jobs up 700,000 on last year great growth in UK33

Ireland is home to:ICT: 10 of the top 10 global companies Born on the Internet: All of the worlds top 10 companiesGaming: 3 of the top 6 global companies Pharmaceuticals: 9 of the top 10 pharmaceutical companies Medical Devices: 15 of the top 20 Med Tech companies Engineering: 7 of the top 10 Industrial Automation companies Financial Services: 50% of the worlds top banks

American Chamber of Commerce Ireland 2014

There are 140.000 private employment agencies worldwide totalising 179.000 branches.Total worldwide turnover in 2009 was 259 billion, up from 209 million.Japan and the USA are the global leaders by total annual sales revenues, accounting for 24% and 22% respectively, followed the UK [12%].Europe is the leading regional entity with 40% of total worldwide sales revenues.12.4 million agency workers were employed by provate agencies across the globe

34

What is made in Ireland?33% of the worlds contact lenses100% of the worlds Botox80% of the worlds medical stents 45% of the worlds Tic Tacs12 million Jelly Beans a year Sudocrem was invented and produced solely in Dublin 1 in 5 burgers served in McDonalds across Europe is made with Irish beef

American Chamber of Commerce Ireland 2014

There are 140.000 private employment agencies worldwide totalising 179.000 branches.Total worldwide turnover in 2009 was 259 billion, up from 209 million.Japan and the USA are the global leaders by total annual sales revenues, accounting for 24% and 22% respectively, followed the UK [12%].Europe is the leading regional entity with 40% of total worldwide sales revenues.12.4 million agency workers were employed by provate agencies across the globe

35

Ireland data from NRF survey 2014Ireland agency turnover 1.8 billion (1.6 billion)

75,700 Temps placed (69,000)

Perm placements 31,000 (26,000)

There are 140.000 private employment agencies worldwide totalising 179.000 branches.Total worldwide turnover in 2009 was 259 billion, up from 209 million.Japan and the USA are the global leaders by total annual sales revenues, accounting for 24% and 22% respectively, followed the UK [12%].Europe is the leading regional entity with 40% of total worldwide sales revenues.12.4 million agency workers were employed by provate agencies across the globe

36

Ireland data from survey

Industry Expectations: 17% growth in 2014

IDA being positiveUnemployment dropping

37

Talent is the critical commodity

The chinese saying the best tie to grow a tree is 20 years ago the second best time is now

38

FUTURE TRENDS/ CHALLENGES/ OPPORTUNITIES

Joke - Russell Clements to startAlso glamour trips to kerry brussels and Cork

39

ii

23 million people in Europe are unemployed yet vacancies are on the rise

2011 Manpower study 1 in 3 employers struggled to find talent this in the height of a recession

2000s - less people working at the end of the decade than at the start

Trends

It says global youth unemployment is more than 13 percent, compared to the overall worldwide rate of six percent.

The International Labor Organization says in 2013, nearly 202 million people were unemployed around the world. This represents an increase of almost five million on the previous year

ILO Director-General Guy Ryder says worse is to come. He says current trends indicate the number of unemployed will increase in coming years and is expected to reach 215 million by 2018.41

ii

Overall HR Strategy

Labour Relations StrategyWorkforce PlanningHR PolicyPerformance managementLearning ManagementVendor ManagementAgency worker complianceSelectionJob PostingReference checksRelocation ServicesInterviewingRecruitmentPayroll Services InductionTrainingHR AuditsData miningSourcingSelectionIncreasing complexity

THE RE-REINVENTION OF EVERYTHING MusicPhotographyNewsJob Advertising

Everything is changing why not us2014 by Greg savage

People did not stop taking pictures or listening to music they just changed how they did thisIf everything else is being reinvented why would recruitment not follow?45

doing the same thing over and over again and expecting different resultsInsanity

The REC view of what agencies will profitInch wide, mile deep specialist

Volume/ low cost operator

Traditional plus model

Inch wide, mile deep specialistDeep expertiseKnow where the talent isProponents of social mediaCandidate centric modelConsultants who are true consultantsVolume/ low cost operatorLow margin/ high volumeExcellent at winning tendersUse economies of scaleStrong on compliance Often operate through intermediariesConsultants who are operatorsTraditional plusBranch model with regional focusGeneralists temp and permFull service modelFocus on SMEsDefend margins via relationships

47

The clientSkill shortages will only get worseClients dont partner they competeOur customers believe that they can do it better than usCEOs believe in talent but not our ability to find itClients will continue to invest in talent sourcingRPO/ Managed Services will continue to rise

2014 by Greg savage

The candidateApplication apathy - a horrible experienceRecruiters a necessary evil Agencies are not special they use multiple channelsBeginning to use social channels to find jobsLess of a stigma about working temp/ contractGreat candidates will not go to job boardsCounter offers will increase for all jobs (50+%)

2014 by Greg savage

Research from careerbuilder:74% of people active jobseekers or would consider a new job (Yet we are focusing in the active only ) 30% of jobseekers are looking for new jobs within weeks of starting their current job.

Hundreds of millions of jobs are being searched on google. Spend your money on SEO

49

The recruiter.Recruiters hiding behind technologyRecruiters waiting for candidates to come to themSkill-sets needed around influencing, negotiation, scoping, selling Role split between sourcer and salespersonRecruiters cant just rely on an economic recovery 2014 by Greg savage

2014 by Greg savage

How do we find that diamond candidate that no one else knows about52

I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.

Research from careerbuilder:74% of people active jobseekers or would consider a new job (Yet we are focusing in the active only ) 30% of jobseekers are looking for new jobs within weeks of starting their current job.

Hundreds of millions of jobs are being searched on google. Spend your money on SEO

53

So what will a client pay for?NORecruiters who search 20% of the talent pool Recruiters who wait for candidates to apply Recruiters who mine Linkedin alone

YESRecruiters who can save them time Specialists who are candidate magnetsFinding unavailable talent for themAdvice and consultancy

We already have clients who say we can search Linkedin what else can you do for us?54

What about temporary markets?

oDeskElanceFreelancer turned down offer for 430 million by Japanese co Recruit a year ago, now listed on the Aussie exchange for a billionAn online platform model that enables specific hirers and specific (typically contingent) workers to enter into, complete, and transact work arrangements, is the oldest human cloud model (arising in the early 2000s). There is a direct, specific relationship between hirer and worker, which the platform enables55

Technology

Moores law

I hate networking!!

48% of smartphone users use the phone in the bathroom~350 million apps downloaded on Christmas Day Mobile internet traffic is overtaking desktop

The future is mobile

60 Downtime has disappeared

Only 7% of employers have a mobile optimised career website google will punish youDo you have a mobile enabled website?Do you know when jobseekers are looking for jobs onlineHow does your career portal look on a mobile siteWhen is the last time you bought something afrter seeing it in the cinema never its ad interuption1 in every 7 minutes on the internet is face book of instagram

4 in 10 US jobseekers found their best job through personal connections

76% of US social jobseekers found their current position through facebook not Linkedin

40% expect to be able to apply for a job through their mobile device

JOBVITE Survey 2014

61

Conclusion

THE BIGGEST RISK - NOT TAKING RISKSTake some risks

We are in a great businessEntrepreneurial

We find people more than just a job

We are great at what we do

We are needed more than ever

but.link with IT and marketing

Its a great modelWe thirve on competitionResults are clear Its entrepreneurial and I take it as a great cmpliment that our industry are in high demand bby corporates out there64

Start hanging our with these guys65

Start hanging our with these guys66

TakeawaysHow will you adapt to change to help you grow?

Million of jobs searched on Google where are your appearingFacebook 1 in every 7 minutesContent creation

We already have clients who say we can search Linkedin what else can you do for us?67

TakeawaysYour Brand - the importance of the candidate

Million of jobs searched on Google where are your appearingFacebook 1 in every 7 minutesContent creation

We already have clients who say we can search Linkedin what else can you do for us?68

TakeawaysEmbrace technology..but dont be ruled by it

Million of jobs searched on Google where are your appearingFacebook 1 in every 7 minutesContent creation

We already have clients who say we can search Linkedin what else can you do for us?69

If you want 1 year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people.Takeaways

but not like in the the movie the Matirx, as that would just be gross

70

THANK YOU

Peter CosgrovePresident - [email protected]

#nrfconf14

Thanks you and enjoy the rest of the conference.71

Thank you to the following for some of the references in the slides

Staffing Industry Analysts (http://www.staffingindustry.com)Eurociett (http://www.eurociett.eu/)Towers Watson (http://www.towerswatson.com)Greg Savage (http://gregsavage.com.au)American Chamber of Commerce(http://www.amcham.ie)Crain Communications (http://www.crain.com)Acknowledgements

but not like in the the movie the Matirx, as that would just be gross

72


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