NRF slides on trends
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The document summarizes Peter Cosgrove's presentation at the NRF conference on May 1st 2014. It discusses the NRF's activities over the past year, including growing membership and providing education and events. Global recruitment trends are presented, showing that LinkedIn and job boards are most effective for recruiting. The Irish recruitment market is growing, with skills shortages expected to increase. Future trends discussed include the changing nature of work and talent acquisition, and the importance of specialization, mobile technology, and personal connections for recruiters. Cosgrove concludes by emphasizing the need for recruiters to adapt to change and focus on building strong candidate relationships.
NRF slides on trends
- 1. NRF update and Recruitment trends Date: May 1st 2014 #nrfconf14 Speaker: Peter Cosgrove
- 2. AGENDA • NRF Update • Global Update on Recruitment • Ireland Update • Future Trends • Conclusion
- 3. Current committee and staff
- 4. The Key Objectives 2013/14 • Membership –industry voice • Education – professionalise industry • Events – connect and engage • PR/ Marketing - visibility • Policy – protect and lobby • Sponsorship – build partners • Resource support for members
- 5. Membership 96% of the industry Represent the voice of the industry
- 6. Education No programme 332 certified2014 2010 **New** NRF course for senior recruiters - May 7th
- 7. Eamonn Coghlan Bobby Kerr Clive Ryan 12 briefings - 70 (average) attendees Events
- 8. Events Conference in 2013 with 220 attendees NRF Awards with 323 attendees
- 9. PR / Marketing 30+ articles in national media….for free
- 11. PR / Marketing New newsletter to members Upgrading NRF.ie site LinkedIn connections of over 5,000
- 12. Support to members New legal helpline established 2014 Resources section of website: • NERA checklist • Redundancy legislation for temporary workers • TUPE – pitfalls for agencies
- 13. Support
- 14. Garda Vetting Anticipated that over 14,000 candidates will be vetted this year
- 16. GLOBAL UPDATE ON RECRUITMENT
- 21. …the agency side
- 22. Of the following direct hire recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort? Source: Staffing Industry Analysts, © Crain Communications 2013 1% 1% 2% 2% 2% 4% 4% 8% 15% 24% 36% Advertise your firm E-newsletter to existing candidate list Invest in look/usability of company web site Outsourced/offshore sourcing/recruiting University recruiting List jobs on company web site Pay referral bonuses Other, please specify Recruit from existing candidate list Job boards LinkedIn Most effective direct hire recruiting tactics? ©2014 by Crain Communications Inc. All rights reserved. Source: Staffing Industry Analysts Staffing Company Survey 2013 Of the following direct hire recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort?
- 23. Of the following temporary worker recruiting tactics, which one would you say has the highest bang-to-buck return on spend/effort? Source: Staffing Industry Analysts, © Crain Communications 2013 1% 1% 1% 2% 2% 5% 5% 12% 13% 27% 29% E-newsletter to existing candidate list Facebook University recruiting List jobs on company web site Outsourced/offshore sourcing/recruiting Invest in look/usability of company web site Pay referral bonuses Other, please specify LinkedIn Job boards Recruit from existing candidate list ©2014 by Crain Communications Inc. All rights reserved. Source: Staffing Industry Analysts Staffing Company Survey 2013 Of 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?
- 24. Growth is top priority— growing revenue, growing market share, expanding clients Top priorities in 2013 Source: Staffing Industry Analysts, © Crain Communications 2013 1% 1% 1% 6% 9% 9% 9% 10% 16% 17% 21% Dealing with regulatory issues Retaining existing clients Training internal employees Reducing/controlling costs Providing excellent customer service Recruiting quality candidates to place Recruiting quality internal staff Expanding number of clients Growing market share Improving gross margins Growing revenue What is your company’s single top priority? ©2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts Staffing Company Survey 2013
- 25. 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
- 26. …the client side
- 27. What is the skill set for which your organization spends the most money on contingent workers IT skills on top of wish list Source: Staffing Industry Analysts European Contingent Buyers Survey 2013 "Other" includes: Healthcare, Education/Training/Library, Finance/Accounting, Marketing/Creative and Legal
- 28. ©2014 by Crain Communications Inc. All rights reserved.Source: Staffing Industry Analysts European Contingent Buyers Survey 2013 MSP Globally CW IC compliance CW in strategic planning Controlling costs Consolidating suppliers VMS Diversify suppliers 0% 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
- 29. Most buyers plan to increase their workforce ©2014 by Crain Communications Inc. All rights reserved. How will your total workforce change over the next two years?
- 30. IRELAND UPDATE
- 33. Jobs in the UK up 700,000 on last year
- 34. Ireland is home to: ICT: 10 of the top 10 global companies Born on the Internet: All of the world’s top 10 companies Gaming: 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 world’s top banks © American Chamber of Commerce Ireland 2014
- 35. What is made in Ireland? • 33% of the world’s contact lenses • 100% of the world’s Botox • 80% of the world’s medical stents • 45% of the world’s Tic Tacs • 12 million Jelly Beans a year • Sudocrem was invented and produced solely in Dublin • 1 in 5 burgers served in McDonald’s across Europe is made with Irish beef © American Chamber of Commerce Ireland 2014
- 36. Ireland data from NRF survey 2014 • Ireland agency turnover 1.8 billion (1.6 billion) • 75,700 Temps placed (69,000) • Perm placements 31,000 (26,000)
- 37. Ireland data from survey • Industry Expectations: 17% growth in 2014
- 38. Talent is the critical commodity
- 40. ii
- 41. • 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
- 42. ii
- 44. Overall HR Strategy Labour Relations Strategy Workforce Planning HR Policy Performance management Learning Management Vendor Management Agency worker compliance Selection Job Posting Reference checks Relocation Services Interviewing Recruitment Payroll Services Induction Training HR Audits Data mining Sourcing Selection Increasing complexity
- 45. THE RE-REINVENTION OF EVERYTHING Music Photography News Job Advertising Everything is changing – why not us ©2014 by Greg savage
- 46. “doing the same thing over and over again and expecting different results” Insanity
- 47. The REC view of what agencies will profit • Inch wide, mile deep specialist • Volume/ low cost operator • Traditional plus model
- 48. The client… • Skill shortages will only get worse • Clients don’t partner they compete • Our customers believe that they can do it better than us • CEOs believe in talent but not our ability to find it • Clients will continue to invest in talent sourcing • RPO/ Managed Services will continue to rise ©2014 by Greg savage
- 49. The candidate… • Application apathy - a horrible experience • Recruiters a necessary evil • Agencies are not special – they use multiple channels • Beginning to use social channels to find jobs • Less of a stigma about working “temp/ contract” • Great candidates will not go to job boards • Counter offers will increase for all jobs (50+%) ©2014 by Greg savage
- 50. The recruiter…. • Recruiters hiding behind technology • Recruiters waiting for candidates to come to them • Skill-sets needed around influencing, negotiation, scoping, selling • Role split between sourcer and salesperson • Recruiters can’t just rely on an economic recovery ©2014 by Greg savage
- 51. ©2014 by Greg savage
- 53. “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.”
- 54. So what will a client pay for? NO • Recruiters who search 20% of the talent pool • Recruiters who wait for candidates to apply • Recruiters who mine Linkedin alone YES • Recruiters who can save them time • Specialists who are candidate magnets • Finding “unavailable” talent for them • Advice and consultancy
- 55. What about temporary markets?
- 58. Technology
- 59. Moore’s law
- 60. 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
- 61. • 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
- 62. Conclusion
- 63. THE BIGGEST RISK - NOT TAKING RISKS Take some risks
- 64. We are in a great business • Entrepreneurial • 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
- 67. Takeaways • How will you adapt to change to help you grow?
- 68. Takeaways • Your Brand - the importance of the candidate
- 69. Takeaways • Embrace technology…..but don’t be ruled by it
- 70. 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
- 71. THANK YOU Peter Cosgrove President - NRF @petercosgrove #nrfconf14
- 72. 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