#firmday 15th nov 2013 kevin green rec adapting to collaborate in 21st century

Kevin Green, CEOThe REC The Firm Conference 15th November 2013

Agenda

The REC – helping you manage risk UK jobs marketThe impending talent crisisThe relationship between in-house and recruitersThe REC Good Recruitment Campaign – a chance to work together

REC leading a successful and respected Recruitment Industry

3,280 corporate members 80% (by value) of the UK recruitment market and +6,000 individuals Presenting the views of our members to government, policy makers and the mediaThe leading source of knowledge and expertise Committed to raising standards and professionalism in the recruitment industry Developing successful careers by providing qualifications via the Institute of Recruitment Professionals (IRP)

Helping manage your risk

Raising standards through compliance, training and qualifications Online test and checks for all members Inspections when risk identified Complaints process for clients and candidates Standards committee with TUC and CBI

“Would you book a holiday with a non ABTA company?”

REC Industry Forecast

REC Report on Jobs • Increase in salaries as candidate availability deteriorates • Continued strong growth of permanent and temporary

appointments • Overall vacancies rise at sharpest rate in over six years• Availability for temporary and permanent workers lowest for 6

years• Perms have been in growth for over a year now (13 months)• Perm skills shortages are in the higher earning jobs roles –

creative designers, IT/Computing and Engineering• Lower paid roles for skills shortages in temp market

Report on Jobs Sectors – perm

New shape of the jobs market

Professional market including Contractors / Interim

Jobs in the middle being squeezed

Growth in flexible labour and lower skilled work

The impending talent crisis

What do we mean by talent?

Core professional skills Vision to see the big picture plus operational enough to make it happenWelcomes and can lead change Inspires and motivates people

Ageing Population

Two Speed Labour Market

Social attitudes to work

Social media – opportunity and threat!

Increased flexibility

Competition Choice Free labour market

The future of recruitment

Search – move upstream – outsourcedPermanent professional / managerial – moving in-house in corporatesProfessional contracting – outsourcedContingent – growing importance - outsourced

Methods of managing recruitment

Preferred supplier listOutsource (RPO) to third partyUse MSP / vendor

Supply chain management = cost reduction

The questions going forward

PSL – How to ensure quality?Who manages the supply chain?Cost verses quality?How do you think about your suppliers?How do you treat your suppliers? – win/win or win/lose?

The REC Good Recruitment Campaign

The Good Recruitment Campaign – why?

Resourcing effectiveness needs to move up the corporate agenda Talent becoming scarce – skill and talent shortages rife across the economy, this will only get worse!Mistakes in hiring are very costly for employers, employees and the economyYouth unemployment still unacceptably high Good practice being ignored by many Debate about flexible resourcing becoming prevalent and will be a election issue It reinforces only using professional compliant partners Timing – labour market performed well but is going to struggle when demand returns

Charter Principles1. Our recruitment procedures are fair, legal and ethical

2. We will exercise recruitment good practice despite mode of employment

3. The candidate experience delivered is of a high standard

4. Flexible working arrangements and adaptive working packages

5. Those managing and delivering the recruitment process having undertaken any relevant training/qualification

6. External recruitment providers are signed up to industry Codes of Practice

7. Recruitment good practice is ensured throughout the supply chain

8. Recruitment procedures help to address the challenge of youth unemployment

9. Recruitment procedures are regularly reviewed and feedback sought from candidates

10.That we ensure we keep abreast of trends and recruitment practices

The Good Recruitment Campaign, the what?

Employers advisory panel a group who help us to promote, champion and lead the debate The Charter and Guidelines themselves for employers to sign up to

Located on REC’s new website – internal briefing documents available

Promotion of the Charter via trade associations and professional institutes who sign up and promote to their members Toolkit for recruitment businesses to use to promote the Charter and principles to their clientsCreation of a community with those signed to the Charter, open meetings, regular sharing of good practice and researchA hub where research, data, guides and good practice can be located, used and supplied

Interested?

Send an email to selina.jones-barry@rec.uk.com

Sub heading

Thank you