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NRF update and Recruitment trends
Date: May 1st 2014 #nrfconf14 Speaker: Peter Cosgrove
AGENDA
• NRF Update
• Global Update on Recruitment
• Ireland Update
• Future Trends
• Conclusion
Current committee and staff
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
Membership
96% of the industry
Represent the voice of the industry
Education
No programme
332 certified2014
2010
**New** NRF course for senior recruiters - May 7th
Eamonn Coghlan Bobby Kerr Clive Ryan
12 briefings - 70 (average) attendees
Events
Events
Conference in 2013 with 220 attendees
NRF Awards with 323 attendees
PR / Marketing
30+ articles in national media….for free
PR / Marketing
New newsletter to members
Upgrading NRF.ie site
LinkedIn connections of over 5,000
Support to members
New legal helpline established 2014
Resources section of website:• NERA checklist• Redundancy legislation for temporary
workers• TUPE – pitfalls for agencies
Support
Garda Vetting
Anticipated that over 14,000 candidates will be vetted this year
Representation/ Policy
GLOBAL UPDATE ON RECRUITMENT
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 companyweb site
Outsourced/offshoresourcing/recruiting
University recruiting
List jobs on company web site
Pay referral bonuses
Other, please specify
Recruit from existing candidate list
Job boards
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?
Source: Staffing Industry Analysts, © Crain Communications 2013
1%
1%
1%
2%
2%
5%
5%
12%
13%
27%
29%
E-newsletter to existing candidate list
University recruiting
List jobs on company web site
Outsourced/offshoresourcing/recruiting
Invest in look/usability of companyweb site
Pay referral bonuses
Other, please specify
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?
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
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
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
©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
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?
IRELAND UPDATE
Jobs in the UK up 700,000 on last year
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
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
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)
Ireland data from survey
• Industry Expectations: 17% growth in 2014
Talent is the critical commodity
FUTURE TRENDS/ CHALLENGES/ OPPORTUNITIES
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
ii
Overall HR Strategy
Labour Relations Strategy
Workforce Planning
HR Policy
Performance management
Learning Management
Vendor Management
Agency worker compliance
Selection
Job PostingReference checks
Relocation Services
Interviewing
Recruitment
Payroll Services
Induction
Training
HR Audits
Data mining
Sourcing
Selection
Increasing complexity
THE RE-REINVENTION OF EVERYTHING
Music
Photography
News
Job Advertising
Everything is changing – why not us
©2014 by Greg savage
“doing the same thing over and over again and expecting different results”
Insanity
The REC view of what agencies will profit
• Inch wide, mile deep specialist
• Volume/ low cost operator
• Traditional plus model
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
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
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
©2014 by Greg savage
“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.”
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
What about temporary markets?
Technology
Moore’s 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
• 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
Conclusion
THE BIGGEST RISK - NOT TAKING RISKSTake some risks
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
Takeaways
• How will you adapt to change to help you grow?
Takeaways
• Your Brand - the importance of the candidate
Takeaways
• Embrace technology…..but don’t be ruled by it
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
THANK YOU
Peter CosgrovePresident - NRF@petercosgrove
#nrfconf14
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
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