Top-consultant 2014 Recruitment Channel Report

8/11/2019 Top-consultant 2014 Recruitment Channel Report

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Top-Consultant.com s Management ConsultancyRecruitment Channel Report 2014


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Introduction

Part I - Recruitment trends

Part II - Recruitment channel use

Part III - Historical trends in recruitmentchannel use and Recruiter & Media Awards

NewspapersInternet job sites Personal contacts and referralsSocial mediaCorporate websitesRecruitment agenciesIndividual recruiter awards

Top-Consultant.com

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INTRODUCTION

Bryan Hickson Managing Director Top-Consultant.com

Top-Consultant.com

Now in its thirteenth year, this unique report hasbeen produced to help those facing the challengesof the UK management consultancy recruitmentmarket in the coming year, both recruiters andconsulting candidates alike.

Part One of the report is based on responses to acomprehensive survey of the Top-Consultant.comconsulting recruiter contacts and focuses onrecruitment and retention data and trends withinmanagement consultancy.

Unsurprising perhaps given the 800+ responsesthat we have now received to these surveys, therecruiter report has historically proven to bean extremely accurate predictor for what hasgone on to occur within the managementconsultancy hiring market. The picture thatemerges this year is of an industry that is lookingahead confidently to a year of strong growth - over93% of consulting employers reporting they arelooking to hire staff this year at least as fast asthey did last year with the overwhelming majoritysaying hiring will accelerate further in 2014.

This positive outlook is only qualified perhaps bythe skills shortage and war for talent that manycommentators including the MCA already predict.

Part Two looks at the appeal and effectivenessof different recruitment channels from thecandidate perspective and includes rankings ofrecruitment agencies, job boards, offlineproviders and so on. It too is built around acomprehensive survey and with ~12,000responses it also has been an accurateforecaster of the changing use of the establishedrecruitment channels as well as the newchannels that have become available to them.

Taken together, I am confident that we havegenerated the definitive resource for planningrecruitment campaigns and maximizing theeffectiveness of candidate applications.

Our thanks go out to all those that havecontributed once more to the surveys and wehope that you find this report a valuableresource. As always, the team at Top-Consultant.com look forward to helping you allwe can as the year unfolds.
http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/http://www.top-consultant.com/


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Recruitment trends Trend data based on over 800 recruiterresponses

Part One


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PAGE 5

Expectations are certainly positive for the coming year, inspite of continued unease about the ongoing economicoutlook, with over 93% of consulting employers reportingthey are looking to hire staff this year at least as fast asthey did last year with the overwhelming majority saying hiringwill accelerate further in 2014.

While hiring expectations taken across the UKconsulting industry as a whole are favourable, they arealso patchy with the rebound not expected to be feltacross all industries and functional areas.

Attracting enough candidates with priorconsulting experience will continue to be a challenge.Though more consultants are reporting that theywould like to stay within the profession this year,recruiters continue to favour experienced consultanthires so there will be increased difficulties in holding ontoexisting staff as well as poaching new joiners fromcompetitors.

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Top-Consultant.com EXPECTATIONS
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nt.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspxhttp://recruiters.top-consultant.com/UK/clientcentre/choosepackage.aspx


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PAGE 6

Surely the most important metric we provide each yearis the one we turn to first: how do employers anticipatetheir hiring volumes for 2014 will compare with thosefrom 2013? We are pleased to report that recruiters'expectations for the coming year are upbeat with thefewest respondents expecting lower hiring levelsthan at any time since the Lehman collapse.

This year 80% of recruiters polled expect to makemore hires this year than last year (up from 67%last year) with over 32% of employers this yearlooking to increase their hiring aggressively.

Figure 1: 2014 Recruitment targetsvs. 2013

Figure 2: Recruitment targets 2008- 2014

Top-Consultant.com

32.6%

47.8%

13.0%

6.5%

0.0% Make considerably more hiresthan last year

Make slightly more hires thanlast year

Make as many hires as lastyear

Make slightly fewer hiresthan last year

Target for the year is to makeconsiderably fewer hires thanlast year

0%

10%

20%

30%

40%

50%

60%

2009 2010 2011 2012 2013 2014

Make considerably morehires than last year

Make slightly more hiresthan last year

Make as many hires aslast year

Make slightly fewer hiresthan last year

Make considerably fewerhires than last yearHIRING VOLUMES

The historical series below shows that recruitershave correctly predicted trends in the last preceding

years. The sharp deterioration in 2009 hiring wasaccurately predicted as was the hiring rebound in2011 that is until the Eurozone crisis impacted andhiring fell off in the final third of that year. Explosivegrowth in hiring is not expected but the gap to boommarket hiring levels is surely to be cut again thisyear.


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Figure3:

What staff attrition rate has yourconsulting business experienced in the

last year?

Figure4:

What do you believe will happen tostaff attrition rates during 2014?

Top-Consultant.com

8.7%

34.8%

41.3%

6.5%

8.7%

0% 20% 40% 60%

Staff attrition rates will improveconsiderably

Staff attrition rates will improve alittle

No change in staff attrition ratesexpected

Staff attrition rates will worsen alittle

Staff attrition rates will worsenconsiderablyATTRITION

11%

33%

28%

20%

4% 4% 0-5% of consultingstaff left

5-10% of consultingstaff left




The UK consulting market as a whole is experiencing amedian rate of staff loss at just over 10%, which is more

or less unchanged from 2008. Naturally some firmshave suffered more than others with 4% reportingattrition rates of over 25% compared with 11% ofrespondents reporting between 0 and 5% of consultingstaff had left the firm over the last year.

The rate of staff attrition is of course a significant driverof recruitment activity and it is interesting to note thatmore firms report an expectation that staff retention willget worse over the next 12 months (43%) comparedwith those that retention rates will improve (15%). Giventhis, it is certain that more of the expected recruitmentthat we have seen reported from employers will be tosimply stand still in terms of headcount rather than fuelincreased demand for consulting services and growth.


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PAGE 8

The hiring rebound will not, however, be seen acrossthe board. We ask recruiters to identify the areas theyexpect to be undertaking the most hiring and in the chartthat follows, a score close to 1 indicates firms expect toundertake little or no hiring in that practice area; whilethe greater the number the more hiring is expectedcompared with the previous year.

Amongst recruiters the expectation is that thestrongest hiring is expected in Financial Services - thelargest source of private sector consulting spend by far followed in 2nd and 3rd places by Technology and IT ,both leapfrogging Energy & Utilities this year.

The forecast demand for candidates that specialise in theEngineering & Manufacturing and Automotive/Aerospaceindustries is up, while the Public Sector falls back a little.

Figure 5: Recruitment activity bypractice area

Top-Consultant.com

LIKELY HIRING BYPRACTICE AREA

0 1 2 3 4 5

Financial ServicesTechnology

Information TechnologyEnergy & Utilities

Healthcare & PharmaTelecoms, Media & Entertainment

Retail / Consumer GoodsEngineering & Manufacturing

Automotive / AerospacePurchasing & Supply Chain

Public SectorGeneral ManagementDistribution / Logistics

TransportationScience / Research

ChemicalsEducation

Leisure / LifestyleFacilities Management

2010

2011

2012

2013

2014


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PAGE 9

When asked to provide the same steer on the types ofconsulting expected to be contributing to hiring demand, itis encouraging for the health of the sector as a whole tosee the increased appetite for strategy consulting hires.Strategy consulting is often seen as a bell-weather for thestate of the consulting industry as a whole, so to recordstrategy in first place , when it was fourth last year, and topthe last time back in 2010, is a positive reflection onmarket sentiment for the year ahead.

Project/Programme Management and Business ProcessImprovement stay steady in second and third places andTechnology consulting drops from top last year to fourth.The appetite for Outsourcing and CRM hires drops thisyear.

Figure 6: Recruitment activity by typeof consulting

Top-Consultant.com

LIKELY HIRING BYTYPE OFCONSULTING 0 1 2 3 4

Strategy

Project / Programme Management

Business Process Improvement

Technology

IT / Software DevelopmentE-Business

Finance / Accounting

Marketing & Sales

HR Consulting

Outsourcing

CRM

Economics & Environmental

2010

2011

20122013

2014


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PAGE 10

Looking now at who recruiters are aiming to recruitover the course of the coming year, it is clear oncemore that those most in demand will be candidatesthat bring prior consulting experience to the firm.

Those from government or public sector bodies remainthe least sought-after, with little change in appealamongst recruiters for those candidates coming fromindustry and the City.

This year fewer recruiters will look to make their hiresfrom those coming from business schools but there s acontinuation of the trend for firms to recruit morecandidates from University.

Figure 7: Desired hiring profile2010 2014

Top-Consultant.com

0

1

2

3

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2010

2011

2012

2013

2014EXPERIENCEDHIRESINCREASINGLYATTRACTIVE


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Recruitment channel useTrend data based on ~12,000 candidate responses

Part Two


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PAGE 13

Trends are based on data collected from almost12,000 management consultancy candidates overthe last 13 years. Candidates from all the majorconsulting firms have participated, together withconsultants currently working at niche consulting firmsand potential industry hires looking to move intoconsulting.

Most respondents this year were BusinessTransformation / Change Management consultants(26%), Strategy consultants (22%), IT/ Technologyconsultants (18%), Project / Programme managementConsultants (15%), Business Process Improvement(11%), HR consultants (6%), Outsourcing (2%).

The sectors that candidates had most experience ofworking in this year were Public Sector (26%), Energy /Utilities (26%), Retail / Consumer Goods (25%),Financial Services (Retail Financial Services focus)(24%), Telecoms, Media & Entertainment (24%),Financial Services (Investment Banking / CapitalMarkets focus) (22%), Healthcare & Pharma (18%),

Automotive / Aerospace (14%).

36% of respondents had spent more than 3 years withtheir current firm, 17% between 2 and 3 years, 15%between 1 and 2 years, 13% between 6 months and 1year and those that had joined their current firm withinthe last 6 months accounted for 19% of the responses.

Survey responses were generated via direct mailshots tothe Top-Consultant.com readership; an invitation sentto all screened consulting candidates on the Get-Headhunted CV database; promotions via Twitter,LinkedIn, Google News and Yahoo News, and byinvitations sent to candidates by recruitment agencies.

Are you aManagementConsultancy

Recruiter?

Once a month theTop-Consultant.com team

update recruiter contacts regarding all the newinitiatives we re planning,

free reports we ve publishedand any forthcoming

promotional offers theycould benefit from. If you

would like to be added toour recruiter contact list

please email BryanHickson.

Top-Consultant.com CANDIDATE POOL
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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PAGE 14

Let us now look back at candidate activity over thelast 12 months and specifically the channels used tolook for new career opportunities. Every year we askcandidates to record the channels they used and thenumber of applications that they made through each.

Collating the data allows us to analyse thepenetration performance of the channels (how manycandidates used each channel to make at least oneapplication) and the share of applications achieved fromeach of the six major recruitment channels:

Our candidate respondents confirmed that thereare huge variations in the saturation enjoyed by thedifferent application channels with three of the channelsbeing used by a far greater proportion of candidates thanthe others.

Recruitment agencies have been used by a greaternumber of candidates than any of the other channels,with Personal contacts and Internet job boards scoring

very nearly as highly. Social media generatedapplications from 45% of candidates this year, Corporatewebsites 39% with Newspapers falling to just 9%.

What s apparent from these channel penetrationfigures is that no single channel alone will reach allcandidates and that a multi-channel approach is essentialto saturate the market.

Figure 9: Application channels used last timeto apply for a job

Newspapers

Recruitmentagencies

Internet job sites

Social media

Personal Contacts /Referrals

Corporate Websites

Top-Consultant.com

01020304050607080

2011 2012 2013 2014

%

CANDIDATEACTIVITY OVERLAST YEAR


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PAGE 15

Our respondents were also asked to record how manyapplications they made through the six major channels.This produces another measure of importance of eachrecruitment channel within a recruitment strategy the share of CVs produced per channel.

What is immediately apparent is that internet job boardsand recruitment agencies are critical in generatingcandidate applications together they account for 55%of applications made which is very similar to last year.

Corporate sites account for a steady 14.9% of allapplications made; Personal referrals are up slightly witha 14% share; applications made via Social Media areup slightly again this year at justover 12% and the share

of applications made as a result of adverts placed inNewspapers continues to slide this year down to3.3%, bringing up the rear.

10%

Figure 10: Share of applications generatedin last job search

Top-Consultant.com

0%

5%

10%

15%

20%

25%

30%

35%

CANDIDATEACTIVITY OVERLAST YEAR


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PAGE 16

Candidates were asked to score the likely channels theywould use when next hunting for a new job, both to allowthem to change their bias to allow for dissatisfactionswith their most recent job hunt and also to factor in newdevelopments that they have seen affecting the marketsuch as Social Media.

As you can see from the chart, candidates clearlyintend to modify their jobhunt strategies onlymarginally during their next job search. Comparing thisyear s responses with those from past years shows verylittle change.

Given this, it seems likely that the share of applicationsthat employers will receive from each of the hiring

channels is likely to remain fairly constant for theforeseeable future.

2

2.5

3

3.

Figure 11: Channels most likely to use ifcurrently looking for new job

Top-Consultant.com

00.5

11.5

22.5

33.5

44.5

5

LOOKING FORWARD


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Historical trends in recruitment channel use andRecruiter & Media awards

Part Three


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PAGE 18

In the main the historic newspaper advertisers(direct employers and recruitment agencies) havecontinued to switch spend to other channels.Newspapers have suffered most in the last 13 yearswith candidate penetration having fallen veryconsiderably indeed from a figure close to 50% to just 9%of candidates making an application via this channel.Share of applications continues to fall in a similar waywith just 3.3% of applications being made last year inthis way.

Figure 14: Share of applications -Newspapers

10%

20%

30%

Figure 12: Newspapers and publicationsconsultants read regularly

Figure 13: Penetration -Newspapers

0% 10% 20% 30%Top-Consultant.com

0%

10%

20%

30%

40%

50%

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

0% 10% 20% 30% 40%

i

Independent

Telegraph

Evening Standard

Guardian

Metro

Other

FT

The Economist

Times

NEWSPAPERS


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PAGE 19

Internet job sites continue to enjoy a high share ofcandidate usage with, once more, just under two thirdsof all candidates mak ing approaches to newemployers via this channel, just behind referrals andrecruitment consultancies. The shape of the evolutionof job sites penetration for the last six yearssuggests a plateauing, as does its share of applicationswhich is also stable with just over a third of allapplications coming from online advertising on jobboards.

It is worth noting here, and as will be seen later, asignificant proportion of candidates (23.6% - nochange from last year) that make applications directvia corporate websites do so having first seen the rolethat they apply to advertised on an internet job site.

Figure 15: Penetration -Internet job sites

Top-Consultant.com

Figure 16: Share of applications -Internet job sites

0%

10%

20%

30%

40%

50%

60%

70%

80%

0%

10%

20%

30%

40%

50%

INTERNET JOBSITES


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PAGE 20

Figure 17: Websites most regularlyreviewed for consulting opportunities

Top-Consultant.com

Figure 18: Websites preferred forfinding a consulting job

0 20 40 60 80

Twitter jobsearchMCA

ConsultantsboardTopITConsultant

ExecutivesonthewebFT

eFinancialCareersJobserveTotaljobs

JobsiteMonster

Exec-AppointmentsTop-Consultant

LinkedIn

0 10 20 30

MCATwitter jobsearch

TopITConsultantExecutivesontheweb

ConsultantsboardTotaljobs

FTMonsterJobsite

eFinancialCareersExec-Appointments

JobserveTop-Consultant

LinkedIn

INTERNET JOBSITES

Candidates were asked to reveal the jobboards thatthey regularly review and the jobboards that they

rate best for finding a consulting job. LinkedIn andTop-Consultant are easily the leaders in the sector.

LinkedIn's rise seems to have been at the expenseof the other major job board brands, all of whomonly attract a fraction of the interest and favourableresponse of the two mark et leaders.


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PAGE 21

Bounty schemes have consistently achieved highmarket penetration, generating applications from 68% ofcandidates this year, a figure that has been stable for thelast few years and is now the greatest penetration figureof any channel. What s more, they have also been themost highly-preferred way for candidates to makerecruitment applications in management consultancy.

But while personnel referrals will never be able togenerate a massive share of applications the naturallimitations in the size of individuals personal networksprohibits this - we have seen companies using innovativemeans such as advertising job referral programmesthrough 3rd party media to eke the maximum share ofapplications possible through this channel. This year we

have recorded a further if slight rise in share ofapplications to 14%.

Figure 20: Penetration -Personal referrals

Figure 21: Share of applications -Personal referrals

Top-Consultant.com

0%

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5%

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15%

PERSONALREFERRALS


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Unlike the other major recruitment channels that wehave been track ing in these annual reports, we haveonly been gathering data on consultancy candidates useof social media for making job applications for the pastfour years. This makes trend commentary more difficultbut a picture is emerging.

The data reflects a continued growth in share of to talapplications albeit to just 12.1% up from 10.4% last year.The percentage of candidates that make any applicationthrough the channel has this year increased to 44.6%,from 37.7% last year. It continues to be the case, for thetime being, that only a minority of consulting candidatesare using social media to apply for jobs.

While the vast majority of consultants have an activeprofile (defined as being accessed at least once a week)on a social media platform with LinkedIn being thefavourite by a clear margin the percentage of activeusers on LinkedIn, Facebook and Twitter has grownslightly this year.

Figure 22: Social media on whichconsultants are active users

Top-Consultant.com

0%

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90%100%

2011 2012 2013 2014

SOCIAL MEDIA 0%

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2011 2012 2013 2014

0.0%

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Figure 23: Penetration Social Media

Figure 24 Share of applications Social Media


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PAGE 23

Given that there is nearly 90% take-up of the leadingprofessional social-media channel and that only 12% ofall applications are made via social media as a whole, weasked respondents what they use social media for.

Expanding professional networks remains, unsurprisingly,the most common driver of social medias use. Applyingfor advertised job positions remains unchanged in 5 th place this year.

Top-Consultant.com

0%10%20%30%40%50%60%70%80%90%

100%

Figure 25 : Main uses of social media by consulting candidates

SOCIAL MEDIA


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PAGE 24

Over the last few years we have seen a fall in thenumber of candidates making applications directlyvia corporate websites. This year, while we see a slightrise to 39%, the trend over time suggests a continueddecline.

Whats more, corporate sites seem stuck in a rut of beingable to generate only 14-17% of application volumes.This year a figure of 14.9% of all applications madeto management consultancy employers through theirwebsites was recorded.

But how do candidates find themselves makingapplications direct via corporate websites? It should notbe assumed that all candidates navigate directly to

company websites to make their applications.

Each year we investigate the different sources ofvisitor / application traffic that corporate websites enjoyso as to be able to quantify as best possible theindirects that the other channels drive to the corporatesites.

Most candidates (53.3%) that made applications tocorporate websites already knew the firm and navigatedstraight to their website to make the application interestingly this figure has dropped from 60% in 2009when we first asked this question; 23.6% of candidatesmade direct applications to firms they had seenadvertising on internet job sites; nearly 19.9% wereprompted to make a direct application by a personalcontact (up slightly); just over 15% found their way to thecorporate site following a search engine listing; 12% werealerted to opportunities via Social Media adverts beforemaking their corporate website application (unchanged);and 4.3% following adverts seen in newspapers.

Figure 26: Penetration -Corporate sites

0%

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2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013

Figure 27: Share of applications -Corporate sites

Top-Consultant.com

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CORPORATE SITES


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PAGE 25

Recruitment agency candidate penetration continuesto hold up well and appears to be plateauing ataround 70% penetration. Share of total applications madehas, however fallen from 26.4% to 24.6% this year though this is, as we have seen, second only to InternetJob Sites when compared with all six recruitmentchannels.

Every year we ask candidates to feedback to uson the different recruitment firms that they ve used. Aranking of firms that received the most praise and theleast complaints is then produced.

The results were very close indeed so no outright winnerhas been identified this year. We congratulate all thosefirms listed.

Figure 28: Penetration - Recruitment agencies

Figure 30: 2014 top recruitment firms bypraise

Figure 29: Share of applications - Recruitmentagencies

Top-Consultant.com

0%

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80%90%

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RECRUITMENTAGENCIES

BLT

Consulting Point

Michael Warwick Nicholls

PrismSelecture

SK Consultancy Solutions

Tassell Consulting


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PAGE 26

Recruiters available

throughout 2014

All premium job listingsappearing on

Top-Consultant.com will beadded to the ManagementConsultancies Association

(MCA) jobs board at noadditional cost

Take advantageby registering for a

trial advertising package

Alongside the rankings of recruitment firms, weasked candidates to help us identify the best individualrecruiters they had worked with. We asked them:

If you have been particularly impressed with anindividual recruitment consultant you have worked within the past, please provide their name & company sothat we can give them special recognition .

Twelve individuals stood out as receiving the most praiseand we warmly congratulate them all for their success.They are listed in no particular order.

Figure 31:Best individual recruitmentconsultants 2014

Top-Consultant.com

RECRUITMENTAGENCIES

Chris Sale - Prism

Craig Milbourne - Comms PointDarren Head - SelectureDon Leslie - BLTGenene Cooper - Michael Warwick NichollsJames Cox - Consulting PointJonathan Tassell - Tassell Consulting

Mark Pierce - Michael Warwick NichollsRakesh Pabbi - Consulting PointRuth Radnan-Skibin - SK Consultancy SolutionsSally Wilson - Penna

Sasha Kemp - SK Consultancy Solutions
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Find out how your firm could attract consulting hiresby:

advertising on our websites

advertising in our consultancy-focused publications

accessing our CV databases

running bespoke careers events

CALL TO SPEAK WITH ONE OF OUR TEAM For more information on Top-Consultant.com s services or if you have any

questions about the data in this report please contact Bryan Hickson on 0207667 6880 or email him on [email protected].

REQUEST A BROCHURE Alternatively, please feel free to request a PDF brochure detailing our services.You may do so by clicking here .

EMAIL US Feel free to email our Customer Services team with any questions you may have, using the address [email protected].

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Documents

Top-consultant 2014 Recruitment Channel Report