rethink supporting the good recruitment campaign
DESCRIPTION
Rethink supporting the Good Recruitment Campaign. 15 th October 2014. Agenda. Welcome and introductions – Michael Bennett, Director, Rethink Group The REC’s Good Recruitment Campaign – Kevin Green, CEO, REC A client’s experience – Louise Mitchell, Head of Recruitment, Communisis - PowerPoint PPT PresentationTRANSCRIPT
Rethink supporting the Good Recruitment Campaign
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15th October 2014
Agenda
–Welcome and introductions – Michael Bennett, Director, Rethink Group
– The REC’s Good Recruitment Campaign – Kevin Green, CEO, REC
– A client’s experience – Louise Mitchell, Head of Recruitment, Communisis
– Views, questions and follow up
–Drinks, nibbles and networking
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The Good Recruitment Campaign#goodrecruitment
Kevin Green, CEOwww.rec.uk.com/Goodrecruitment
Why?Why did REC launch the GRC?
What?What is the GRC?
Who?Who is already involved in the GRC?
How?How are employers & members using the GRC?
When?When can you start benefiting from the GRC?
Agenda
www.rec.uk.com/Goodrecruitment
core issues
www.rec.uk.com/Goodrecruitment
The debate on flexible work Kept unemployment down during the downturnHelps businesses attract talent while keeping overheads downHelps employers deal with demand fluctuations; growth of a 24/7 culture Creates choice for people - work/life balanceFlexible work is currently a political football
www.rec.uk.com/Goodrecruitment
The skills/talent paradox
www.rec.uk.com/Goodrecruitment
2.24 million unemployed in the UK (Office for National Statistics, April 2014)
40% of employers report a lack of talent (Manpower)
Skill shortages increased from 14 to 47 areas (KPMG/REC Report on Jobs)
25% of employers said poor recruitment for one role had cost in excess of £40k (Quarsh)
www.rec.uk.com/Goodrecruitment
Youth employment
• Still nearly 750,000 unemployed • Young people not studying STEM subjects• Employers say attitude and skills not up-to-scratch • Career advice & work experience non existent• Employers need to get more involved • Youth Employment Charter
Candidate experience
www.rec.uk.com/Goodrecruitment
The recession changed attitudes; 45% open to talking to a recruiter if approached (LinkedIn Talent Trends 2014)
Most now use 14 or 15 unique sources for job search – candidates becoming more like consumers (Savage, G.)
Candidate identification will become easier, but recruiting and hiring will become harder
www.rec.uk.com/Goodrecruitment
The Charter & Guidance
www.rec.uk.com/Goodrecruitment
Objectives of the campaign
To promote good recruitment practice to UK employers To provide a mechanism for employers to review their own organisation’s performance against good recruitment practice To share good practice and innovation in recruitment and resourcing
www.rec.uk.com/Goodrecruitment
www.rec.uk.com/Goodrecruitment
Three current audiences
www.rec.uk.com/Goodrecruitment
The Good Recruitment Campaign: Benefits to employers who sign upAlign organisation with good recruitment practice – it sends a positive message to potential candidates
Use the charter to drive good practice internally Use the self-assessment, kit and guidance to review the organisation’s performanceLearn from peers and academics about trends and new approaches to recruitment and resourcingImprove the provision of recruitment services and supply chain management Opportunity to attend networking meetings
Business Bodies/Supporters of the campaign
www.rec.uk.com/Goodrecruitment
www.rec.uk.com/Goodrecruitment
Employers already signed up to the charter
www.rec.uk.com/Goodrecruitment
www.rec.uk.com/Goodrecruitment
Next Steps
Website – more material being added each monthWork with business bodies - promote to their members Provide tools for recruiters to promote to clients Raise awareness via HR/Recruitment press & social mediaCommission research into recruitment supply chain Growth in community activity Employers’ Advisory Panel to define areas of future work
www.rec.uk.com/Goodrecruitment
Recruitment supply chain research
www.rec.uk.com/Goodrecruitment
What's going on in the market – current trends in recruitment supply chain
What are the advantages/disadvantages of different models to employers – RPO, vendor, PSL and in-houseImplications for recruiters and their strategyDefinition of what good looks like for each model
The purpose is to influence employers in both HR and Procurement who are responsible for decisions about recruitment supply chain management
Action
Sign-up today!
www.rec.uk.com/Goodrecruitment
Thank you
www.rec.uk.com/Goodrecruitment
Communisis
Good Recruitment Campaign Louise Mitchell – Head of Recruitment
A little bit about Communisis…
We specialise in Marketing and Communications
• We employ c.2,300 people
• Across 14 countries
• With 27 sites in the UK
• We have over 200 years of history
• Three main business areas; Design, Produce and Deploy
Why the GRC?
It was a commercial decision…
• Attract top quality candidates
• Grow our own talent
• Provided a basis for training (and avoiding tribunals!)
• Feeds into our C2E accreditation
• Tied into existing recruitment strategy
• Our clients like this sort of thing
And we were doing a lot of it anyway!
The road so far…
C2E accreditation meant that 1,2 and 4 were already in hand
• Immediate changes:
– Recruitment Training
– Communisis Academy
– Candidate experience
Case study: Liverpool
THE CANDIDATE EXPERIENCE
• Majority of offers being turned down
• Significant impact on the business
• Reviewed problem
• Workshops and recruitment training
• Lots of changes, big & small
Outcome: no offers have been turned down since
Views, questions and follow up
Views?
Questions?
Follow up–More information from the REC – Sign up to the charter– Rethink to organise regular client updates and events to discuss
GRC
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