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.