2013 in review

As at the end of every year, the team here at ACR look to the media and to the industry’s professional bodies to see if their findings and forecasts match with what we have experienced in the past 12 months locally here in Cambridgeshire, as a good indication of what we can expect from 2014 both locally and nationally.

We have seen a steady growth in positive stats and figures coming from in-depth reports and surveys concerning employment levels undertaken by the Recruitment & Employment Confederation (REC) and the Chartered Institute of Personnel and Development (CIPD).

The REC’s end of year JobsOutlook survey shows that the number of employers planning to take on more permanent staff early next year is up nine per cent on 2012. Better news still for the temporary and flexible workforce, which benefits from a 17 per cent rise (to 47 per cent) in employer interest and engagement.

Confidence in the economy generally is also growing, with small businesses in particular demonstrating good faith. Many believe this is largely due to the changing attitudes in consumers and their increasing willingness to spend money, invest in a product and/or buy into a brand.

The Office of National Statistics also brings good tidings for the close of 2013, reporting the lowest level of unemployment in the UK for four years and the highest number of job vacancies for five years. Even more encouraging is the fact that the East of England reported the lowest unemployment rate of just 5.6 per cent compared to other areas.

This officially puts our county at the top of the employment ladder nationally. Having successfully placed many candidates this year, we are both delighted and unsurprised by this statistic. Locally, our employers are showing increased optimism in hiring new workers and keeping remuneratively competitive – as demonstrated by our salary survey results released in October.

All of the above can only mean good news for the world of recruitment as we get ready for the year ahead. January is always traditionally a busy time for jobseekers and agencies alike, but we will strive as ever to maintain and sustain the positive, confident and resolute attitude adopted by so many when a new year comes around.  

We would also like to take this opportunity to thank all of our clients and candidates for choosing to work with us in 2013, and look forward to doing so again next year.

ZERO HOURS CONTRACTS – OUR VIEW

You may have noticed we stayed rather quiet when the subject of zero hours contracts first crept into the media spotlight back in August. It was a purposeful silence, as at that time, we simply felt the matter had been exacerbated and had unfortunately fallen victim to ‘band-wagon’ mentality from the majority of the public.

That isn’t to say that the arguments for and against weren’t valid of course – far from it – there just hadn’t yet been enough research behind it to present a balanced and measured argument…until now.

A new report from the Chartered Institute of Personnel and Development (CIPD) has revived the topic using meaningful results from a survey of more than 2,500 workers, dismissing previous statements that vilified this type of employment and called for restrictive regulation. Instead, its focus was on the overall understanding and implementation of these contracts, highlighting any areas for improvement for employers.

REC Director of Policy, Tom Hadley, rightly summed this sentiment up with a comment of his own: “Rather than seeking to add further layers of regulation and getting bogged down in a debate over different types of contracts, the focus for government must be to ensure that workers have the right skills and awareness to progress within the jobs market – whatever the type of contract they are on.”

The rules and regulation surrounding the flexible work environment can be a minefield for both employer and employee. Last month marked the two year anniversary of the introduction of Agency Worker Regulations (AWR) - which were also initially met with scepticism. Yet while recent reports show that the legislation incurred significant cost for recruiters, demand for temporary staff is still strong, with 96% of employers planning to increase or maintain their temporary workforce over the coming year.

Couple this with 60% job satisfaction of zero-hours workers (comparable to the average UK employee) and we can begin to understand the real benefits behind a contractually diverse workforce. It certainly gets the ACR seal of approval!

Industry infographic reveals record turnover

The latest trends update from the Recruitment and Employment Confederation (REC) has piqued the interest of many consultants and agencies across the country, with its market forecast findings presented as a dynamic infographic.

The results presented show a comparison between permanent and temp/contract recruitment, with some encouraging stats reflecting a sense of growing optimism within the sector that is stronger than ever.

Over the past 12 months, total industry turnover has grown by 3.1 per cent to £26.5 billion, of which the temporary and contract market contributed 91 per cent for 2012/3 with record gross revenue of £24.1 billion reported.

According to REC chief executive Kevin Green, whose comments can be read here , the robust nature and attitude of the industry as a whole has significantly contributed to its continuous improvement and year on year over achievement in terms of exceeding predicted revenue growth.

Confidence in the post-recession recovery made so far has resulted in a much more positive forecast for the next three years, with realistic growth figures of 7.3, 8.3 and 9.6 per cent respectively set to increase total industry turnover to an even bigger record high of £33.5 billion by 2016.

While the numbers are very impressive, it is the increased volume of people that are now in work following a period of crippling unemployment that is the real success story here. Demonstrating the unrelenting stability and dedication of recruiters are the 617,000 people who got permanent jobs, and those 1.1 million people in temp/contract assignments on any given day.

The job security and satisfaction of placed candidates and the growing investment made by employers into their recruitment processes have been the nurturing forces aiding the industry’s recuperation; setting the scene for a welcome and increasingly pacy return to the golden pre-recession years.

Take a look for yourself. You can see the infographic here and the accompanying presentation here. 

LEARN WHILE YOU LUNCH!

As the reader’s of this blog will probably know, we enjoy a good working partnership with Hegarty LLP Solicitors, with whom we host our annual employment law seminar (see posts below for my write up on last month’s briefing).

In response to the success of these yearly updates, together we have decided to launch a series of workshops to give people the chance to learn more about a particular topic in a relaxed environment.

The Lunch and Learn sessions will be held at our Lynch Wood offices, where there will be an opportunity to network with other delegates as well.

We have been busy liaising with clients and other interested parties to find out what subjects they would like to learn more about.

Most requested was social media, which take the spotlight at the next two sessions to be held on Tuesday 26^th November and Wednesday 4th December.

The workshops will be headed up by Martin Bloom, who will bring delegates right up to speed with the latest updates and legislation.

To register your interest call us on  01733 235298 or email us. 

Diversity

The business case for diversity continues to be well articulated topic within the HR and recruitment sector. Yet while pledges, policies and codes of conduct are readily available for employers to engage with, there is still a significant discord between what is preached and what is practiced, particularly with regards to gender diversity.

Last month, the Recruitment and Employment Confederation (REC) held its second Women in Recruitment conference in conjunction with Recruitment International, during which a number of key themes were presented and discussed.

First and foremost was the reiteration of the indisputable business benefits brought about by the creation of a diverse workforce. Not only does it widen the talent pool, it also helps to remove the stigmas and prejudices surrounding both male-dominated industries and female-dominated industries.

It was rightly indicated that recruitment consultants have a duty to ensure that employers are fully informed and aware of the important issues surrounding diversity, particularly within their local labour markets. This is something that myself and the team at ACR directly identify with, working consistently with our clients to modify and enhance their recruitment methods according to the latest trends, research and legislation.

Most recently this has included the promotion of flexible working offerings and the support of mentoring in schools through careers guidance and work experience for young people. ACR has long been a vociferous advocate of temporary staffing because the advantages are extensive and the value high. Yet too often temporary work is regarded as a ‘women’s issue’ and wrongly attributed to return to work mums.

Clients who have recognised the benefits of employing both make and female interim workers have reported improved retention rates and increased productivity. There are multiple benefits for the candidate also – a change in career direction that began with a short-term placement being just one example.

With regards to school liaison, and the wealth of higher education opportunities now available to young people, more needs to be done to help advise and guide school and college leavers about which option to choose. And while gender crossover continues to be low within certain industries and along particular career paths, improvements must be made to the quality and availability of careers guidance and work experience opportunities.

ACR are regularly involved in school college liaison on a local level and continue to address the above points during our visits. It’s only by businesses taking on enthusiastic, hard working youngsters and discovering the benefits for themselves that they will be encouraged to invest in more and so widen the job market for that age group.

BREAKFAST SEMINAR A SUCCESS

More than 150 of Peterborough’s HR professionals and business people attended last week’s employment law seminar, which we hosted in conjunction with Hegarty LLP Solicitors.

I was delighted to see so many familiar faces, as well as some new ones. This year’s update focused on newly renamed settlement agreements, early conciliation and the latest changes to employment tribunals.

Despite the early morning start, speakers Tim Thompson, Emma Carter and Martin Bloom kept delegates alert and engaged throughout the seminar with their insightful knowledge and expertise on the subjects covered.

One of the key points this year was the introduction of employment tribunal fees, which were brought in at the end of July. All claimants are now required to pay both an issue fee and hearing fee in order to present and see a claim through to conclusion.

Fees of £390 and £1200 are now payable for unpaid wage claims and unfair dismissal cases respectively. This is forecast to reduce the number of claims being brought against employers, yet how severe the impact will be is still up for debate. It is certainly one to watch and listen out for at future updates. 

We will be continuing to work with Hegarty LLP over the coming months in putting together a series of smaller, ‘Lunch & Learn’ briefings. Each session will be assigned an individual topic for more in-depth discussion.

To register your interest please email us info@annecorder.co.uk

#ACRseminar2013

Yes, it’s that time of year again! The team and I at ACR are busy preparing for our annual employment law seminar, held in partnership with Hegarty LLP Solicitors.

The seminar is a popular and well-respected event amongst HR professionals in the region, and we’re pleased to be hosting it once more in the Cambridge Suite at Peterborough Arena, on Thursday 26^th September.

Seasoned presenters Martin Bloom and Tim Thompson will be joined for the third year by their colleague from Hegarty LLP Emma Carter. All three are experts in their field ensuring that delegates receive the most up to date information.

The subjects on this year’s agenda are settlement agreements and the proposed changes to the tribunal process.

There will also be discussions around case law and the most recent changes to employment law legislation.

This year both ourselves and Hegarty’s will be tweeting updates before and during the seminar using #ACRseminar2013 so if you have any questions you would like to ask in advance, please let us know.

You can follow us @ACRPeterborough and @HegartyLLP.

To book your place, please get in touch with us by calling 01733 235298 or emailing info@annecorder.co.uk.

Employers take note: how NOT to interview candidates

You would think that as the UK’s largest electrical retailer that Curry’s might know a thing or two about appropriate interview protocol. Yet recent media reports have revealed that a rather worryingly unconventional technique was used during a group interview at the company’s Cardiff store, where the candidates were asked to demonstrate their dancing abilities.

A number of articles, including this one here by the Independent have commented on graduate Alan Bacon’s shock and humiliation after being asked to dance to rap music during his interview. Alan said he felt he had ‘little choice’ after having been rejected from other jobs elsewhere due to fierce competition.

Having to do so had a negative effect on Alan, who had prepared properly for what he thought would be a normal face-to-face interview – spending time researching the company and reading up on new product launches.

This is exemplary behaviour from a candidate, which only serves to more strongly highlight the unorthodox approach taken by the store manager in question.

While Currys has publically apologised to all of the interviewees involved and invited them to attend another, more appropriate interview, it appears to be too little, too late for Alan who reportedly said he would not be taking them up on their offer.

It is an important lesson for Currys, who will now need to seriously review the way in which their recruitment policies are communicated both internally and externally.

Only by businesses choosing the right interviewing methods and processes, and investing the time and effort required to implement them effectively, can they hope to become a respected and sought-after employer of choice.

Our advice? Remember that you’re selling your business to candidates in the same way as you expect them to sell themselves to you; pitch it right and you’ll reap the rewards.

JOBS OUTLOOK SURVEY DELIVERS PROMISING RESULTS

Catching up on recent findings from the Recruitment and Employment Confederation’s (REC) latest JobsOutlook survey, I was thrilled to read that 56% of employers intend to increase their headcount over the next quarter.

It’s another encouraging statistic that serves to reflect increased optimism of businesses about the future of the economy and, more specifically, the jobs market.

A rise in the percentage of bosses who foresee agency staff headcounts will “stay the same” also shows growing confidence in the temporary labour market and the benefits agency staff can bring to businesses.

The summer months are a particularly busy time for temporary workers, who are most often employed to meet fluctuations in demand and to assist during sickness/holiday/maternity cover.

Temporary recruitment is something that myself and the team at ACR commit a lot of our time to, as we recognise the value that flexible work can offer both clients and candidates. And while we know there is a demand for it here in Peterborough, it’s great to see that the benefits are becoming more widely recognised, as reported by the REC.

Over the next year, one in three respondents plan to increase the use of agency workers, while 60% predict no change in their use of temps. This leaves just 6% who expect to make a reduction - a pleasingly low percentage.

ACR inputs data into the JobsOutlook survey on a monthly basis so it’s always interesting to see if our findings match those on a national level. We continue to be reassured by the latest results, and look enthusiastically forward to what the next quarter will bring.

ACR unveils new offices to the city’s business community

It’s been exactly one calendar month since we moved from our Park Road offices in the city centre to our new home on the Lynch Wood business park.

To celebrate, we hosted an evening drinks reception for clients and guests yesterday, on Tuesday July 16.

The team and I were delighted to welcome over 70 invitees – including Lord Brian Mawhinney and Cllr Marco Cereste – to the new offices at 25 Commerce Road for drinks, canapés and a guided tour.

It was a proud moment for the business, bolstered by the many compliments we received about the design and layout of the new building. We have Peterborough based designers QED and Tim Lloyd to thank for that, who were also there for the evening.

Their hard work made for a smooth transition as we quickly settled in to our new working environment. The ground floor is entirely open plan, making it easy for us to meet our clients and candidates as soon as they arrive for appointments.

The first floor boasts a range of bespoke meeting rooms and interview suites, as well as an IT training space for candidates.

Thank you to all those who attended the official unveiling yesterday. While this latest move means a fresh and modern look for the company, our intrinsic business values remain firmly the same.

We look forward to the opportunities our new location will bring, and hope to welcome many more faces through its doors.

If you weren’t able to attend the unveiling, please get in touch with one of the team on 01733 235298 who will be happy to arrange a suitable day/time for you to have a look around. 

ACR is moving to Lynch Wood

It’s been a busy three months for the team and I as we have been preparing for our upcoming office move.

Now I am delighted to announce that we will be operating from our new offices at 25 Commerce Road on the Lynch Wood Business Park from Monday 17^th June.

This is an exciting move for us and simply reflects the way in which recruitment has changed. The digital revolution has transformed the ways in which we interact with both clients and candidates, meaning that a city centre base is no longer a necessity for the modern recruitment agency.

When Anne Corder Recruitment began life 18 years ago, the business advertised vacancies in the local media and relied on candidates dropping in hard copy cvs or faxing them through to our city centre offices.

The process – whilst being thorough – was slow and labour intensive.  Being in the city centre was important for us, keen to attract candidates looking to register with their cvs or apply for vacancies during lunch breaks or city centre visits.

Now, vacancies are advertised on our digital ‘shop window’ – our website – as well as in different specialist forums, to which candidates apply almost instantly with digital cvs and application letters.

Even psychometric testing is done digitally nowadays.  Location is less important in this modern world of recruitment.

Our new premises have been immaculately refurbished to provide a fresh and contemporary office environment that is much more user-friendly. We have more space; more interview and conference rooms and we are in the midst of many of our existing and potential business clients.

There is ample parking space to make attending interviews that much easier and the business park has excellent public transport too.

Technology is a wonderful tool but it is only ever as good as the diligence of the people using it – and that is where there is simply no substitute for recruitment experience when interviewing candidates prior to presenting them to clients.

And that is where professional recruitment agencies add real value to clients and candidates. Clients require short lists of qualified candidates to speed up the recruitment process and find the right person. Candidates are equally keen to ensure the potential employer is right for them. Bringing all those pieces together is the real art of recruitment.

Recruiters rank third highest in professional stakes

While I continuously take pride in my work within the recruitment sector, it’s always great to see and hear the industry being recognised as one of the best, particularly when it comes to professional standards.

A study undertaken by The Recruitment & Employment Confederation (REC) has revealed some interesting facts and figures around the simple question: ‘Who are seen to be more professional?’

Recruiters were given a very respectable third place – keeping in good company with teachers and lawyers who took the top two spots.

Director of REC Anita Holbrow attributed the success to the 80-year heritage of recruitment and its professional bodies in the UK, and claimed we have a lot to be proud of.

I couldn’t agree more, which is why ACR has been a member of REC for the past 18 years. We regularly have input into REC group discussions, notably with the Office Professionals Sector Group, who will undoubtedly by thrilled by this positive piece of research.

It really is a fantastic result for the industry, achieved in spite of the rather negative outlook surrounding the jobs market currently.

Take a look at our Latest News page to see what we’ve been doing to champion professional standards and best practice lately.

Paris Brown: A sobering lesson for us all

IF you ever needed an example of the dangers of social networking in the recruitment industry look no further than the case of Paris Brown – the 17-year-old appointed Youth Crime Commissioner by Kent Constabulary.

When she was 14 or 15 she tweeted inappropriately about racism and homophobia and when her past caught up with her as the media scrutiny intensified on her life – she was left crying and embarrassed and eventually resigned from her post after only a week.

It’s a sobering lesson for Paris – who will now fully appreciate the enormity of the implications of inappropriate social media activity.  But it should also serve as a sobering lesson for the Police Commissioner for Kent Constabulary – who should never have allowed the situation to arise in the first place. 

Whether Paris should have kept her role as a bridge between police and young people and seen out the media storm with support from Kent Constabulary or whether she was right to walk away from the position, are arguments open for lengthy discussion.

What is indisputable however is the renewed focus on the implications of apparently casual tweets or Facebook postings which can be used by employers to provide a deeper insight into the personality traits of job candidates.

Had the Police Commissioner for Kent Constabulary checked out Paris’s social media history before the appointment, a more measured approach could have been adopted and a media storm avoided.

Concerns over city’s unemployed

While our recent pay trends mini survey revealed some positive news about Peterborough and its businesses, the latest statistics regarding unemployment in the area have resulted in concerns being raised.

A total of 6,710 people are currently unemployed, making up for 5.6% of the local population. It is only a slight increase from the figures released this time last year, but one that reflects poorly on the city in comparison to the rest of the region.

Lincoln, Cambridge, Northampton, Grantham and Stamford all reported figures that were more representative of the national rate, which currently stands at 3.9%.

A number of local organisations were contacted to comment on the news, including ACR. Recruitment partner Nel Woolcott spoke with BBC Radio Cambridgeshire on our behalf, talking candidly about why the figures were so high.

Much of the discussion focused on the impact of seasonal roles, many of which will have recently come to an end following the busy Christmas period, as well as the recent influx of people without jobs moving into the area.

We can certainly relate – having had a busy start to the year – but we still have a variety of job roles currently available and have even identified some skills gaps in the market.

In short, we still have something to be confident about in spite of these disheartening statistics. We know that Peterborough is a job creating city, with a 17% increase in the number of new companies being set up within the last 12 months.

We’ll be keeping cautiously optimistic as we continue to work with clients and candidates alike towards a much-anticipated boost in the city’s economy.

Budget 2013: relief for the jobs market

While George Osborne’s ‘aspirational’ budget may not have convinced the entire nation, it has revealed some positive news for those still struggling to find work.

The Chancellor opened his speech with some encouraging statistics for 2013: an additional 600,000 people to be employed by the end of the year, 60,000 fewer benefits claimants and six private sector jobs being created for every public sector one lost.

All of this indicates some relief for the jobs market and a welcome reduction in the level of competition for individual roles. And with additional supportive measures such as the new personal tax and employment allowances, we are expected to see “more people in work than ever before,” according to The Recruitment & Employment Confederation (REC).

Locally, business leaders and politicians in Peterborough have largely embraced the budget and recognise its value in boosting the city’s economy. In particular, the reduction in National Insurance Contributions has received praise from small businesses and firms, who will now be in a better position financially to create jobs and start hiring.

It’s these kinds of measures that will help to generate a much needed boost of confidence in our local jobs market, confidence that the team here at ACR will naturally support and help to implement.

As REC rightly observes, “tweaks to the tax code that cut the cost of hiring, rewarding workers with more take-home pay and reducing the corporate tax burden on businesses are positive examples of some targeted steps that our industry should welcome.”

We’ll be working closely with our clients to encourage and develop future job roles, as well as providing our candidates with new and exciting opportunities for work in the local area.

ACR is moving!

I’m delighted to announce that the ACR team will be moving offices in a few short months.

Work is now under-way at our new premises on the Peterborough Business Park at Lynch Wood.

It means leaving our city centre base on Park Road, however the move will be instrumental to our ongoing business development plans by bringing us closer to our existing and potential clients. And with all candidates now sending in their CVs digitally, a central location is no longer a necessity.

The accessibility of Lynch Wood was also a contributing factor to the move, as it is close to the A1 and boasts excellent public transport links. The new building has ample parking space and more interview rooms to make life easier for our meetings with clients and candidates.

Having launched the business 18 years ago, I have witnessed first-hand the many ways in which recruitment has changed and the adjustments that have had to be made in our day-to-day operation as a result.

Our latest move reflects our long-term commitment to remain fresh, modern and contemporary without losing the intrinsic business values which have helped us retain so many clients over the years.

We are hoping to make the move late spring/early summer, with business continuing as normal at our Park Road office in the meantime.

We will be making sure we keep everyone up-to-date with the latest news regarding the move but please do get in touch if you have any queries, either via email or by telephoning us on 01733 319 888.

With 2013 already off to an exciting start, I look forward to what the rest of the year will bring as we welcome clients and candidates to ACR’s new home very soon.

Latest research shows renewed confidence in UK jobs market

In my last blog post, I gave some predictions for the year ahead after a busy and insightful month working with both clients and candidates.

Now a recent survey conducted by the Recruitment and Employment Confederation (REC) has revealed some promising statistics regarding the growth of the UK jobs market on the whole, which I’m delighted to see reflects our experiences here in Peterborough.

600 employers contributed to the report, which showed that overall business confidence is steadily building, with 57% of employers looking to increase their permanent workforce in the next three months.

It’s this type of good news that needs shouting about, particularly when there has been so much negativity surrounding the job losses within a number of high street retailers over the past few months.

This latest research demonstrates the ongoing resilience of the jobs market, as well as highlighting the areas that have a need for more workers.

Skills shortages in the Technical & Engineering and the Professional & Managerial sectors have incited a race for talent, with a third of employers looking to increase their use of temporary workers – the benefit of which ACR has long been champions of.

All of this bodes extremely well for us locally, as many of the area’s prominent businesses belong to these sectors. Myself and the team at ACR continue to be engaged with and responsive to the hiring processes of a number of clients within these industries, working alongside HR managers and directors to find the right temporary or permanent candidate with the right skills and attributes for their company.

If any of the REC’s findings sounds familiar to you, do let us know. We make it our business to keep up-to-date with the latest news and issues affecting employers, regularly using our own polls to ask some of the most pertinent questions. Please see our dedicated hirers section on the website for more information.

What to expect in 2013

January is always a busy month for recruitment in general, and it’s no exception here in the ACR office.

For starters, we've been dealing with a number of instructions from clients who are starting to think about their recruitment needs for the year ahead. Our Recruitment Partners will be working closely with businesses over the next few months as they consider their staffing strategies and employment requirements for 2013.

The local job market also remains buoyant, with a surge in number of CV’s arriving in our inboxes over the past week. This is to be expected however, as many people adopt a ‘new year, new job’ mentality, with ACR staff on hand and ready to help.

As usual, we've been keeping up with the latest news from REC who have released some interesting thoughts on recruitment trends for the year ahead.

Encouragingly, we’ll continue to see a growth in the industry, albeit a slow and steady one. The growth in part-time and temporary work is set to be the most significant – something that the team and I are more than familiar with and will continue to dedicate time and energy to.

Meanwhile, our salary survey continues to go from strength to strength as more and more companies from a range of sectors take part each year.

For 2013, we’ll be teaming up with PAYDATA again to produce an additional interim report in January, with the focus being on pay reviews.

Designed to be a shorter study than the salary survey, it should take no longer than five minutes to feed in the relevant data. The results will give participants an extra insight into what is happening in the local market in order to prepare and plan their 2013 pay reviews more effectively.

If you would like information about taking part in the study, please let us know via email or alternatively call us on 01733 319 888.

Also on the agenda over the next few weeks will be discussions surrounding our Employment Law seminars, held twice a year in conjunction with Hegarty solicitors. If there are any topics you feel it would be particularly relevant to address this year, do let us know.

As we get into the full swing of the new year, I’d just like to take this opportunity to thank all who worked with us in 2012 - we appreciate your custom greatly and look forward to working with you again in 2013.