aspen in house agency to in house candidate experience
TRANSCRIPT
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CandidateExperiencePaper
SURVEYRESULTS
Movinginhousefromthe
externalrecruitment
market
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AspenRecruitmentPartners2013 2 www.aspeninhouse.com
INTRODUCTION
In2012,
Aspen
In
house
noted
an
increase
in
volume
of
external
recruiters
(agency
and
executive
search)
seeking
to
moveinhouse,buttypicallystrugglingtodosoforanumberofreasons:
Lackofawarenessofwhereopportunitieswere
Concernoverunderminingtheirexistingrolebydirectlyengagingwithopportunitiesorapplyingdirectly
Apreferenceforhiringorganisationstorecruitexperiencedinhouseprofessionals
Typicallywehaveseveralhundredrecruitmentconsultantsandexecutivesearchprofessionalsregisteredatanytime
seekingtomakethemoveinhouse,butfoundonlyaverysmallpercentagemanagedtodoso. Wehaveaskedthese
individualsoveranumberofmonthstocompleteananonymoussurveyabouttheirexperienceofseekingtomovein
house,andtheresultsareincludedinthisdocument.
ABOUTUS
AspenInhouseisthespecialistproviderofrecruitmentprofessionalstoinhouserecruitmentfunctionsandRPO
organisations. Wehaverecruitedfromresource/researchertoHeadofTalentAcquisition/Recruitmentandforspecialist
roleswithinRPOsuchasthoseinImplementationandBusinessDevelopment. Since2011,Aspenhasdelivered
bespoketrainingforinhouserecruitmentprofessionalsthroughdelegatedayswithindividualsfrommultiple
organisationssharingtheirexperience,andteamtrainingdayswithsingleclients. Allouranonymoustrainingfeedback
ranksour
courses
as
Excellent
or
Good.
Aspen
takes
along
term
view
to
our
clients;
we
measure
ourselves
on
the
successinpostofourplacements.Thisisdemonstratedbytheconsistentlongevityinpostofrecruitmentprofessionals
hiredthroughusandthecompletionandextensionofcontractstoourshortertermplacements.
AspenoperatesfromtheUKbuthascompletedmandatesthroughoutEurope,MiddleEast,andAsiaPacific.
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CENTREFORINHOUSERECRUITINGEXCELLENCE
Aspenruns
CIRE,
aLinkedin
Group
of
some
2,300+
in
house
recruiter
members
around
the
world.
The
group
is
aforum
fordiscussionandinformationsharing aplaceforpeopletofindnewrolesorsharepositionsdirectlywithintheir
teams. In2012,CIREhosteditsfirsteventsinBristolandLondonwhichhaveallbeenfreetoattendandincluderegular
forumsforinhouseexecutivesearchprofessionals,sectorspecialistdiscussiongroups,andregionalmeetups. In2013,
ourprogrammeincludesfurtherexecutivesearchforums,aconference,networkingeventsacrosstheUK,andspecialist
discussionsondiversity,research,technologyandsourcing. Ifyoudlikefurtherinformationaboutanyofthis,contact
AndrewMountney.
THEFINEPRINT
Throughoutthesecondhalfof2012andearly2013,AspenRecruitmentPartnerssharedthesurveyquestionswitha
numberofrecruitmentprofessionalswhohadexpressedaninterestinmovinginhousefromtheexternalmarketplace.
Participantswere
asked
to
answer
twenty
eight
questions
anonymously
about
trying
to
make
the
move
in
house.
Questionsrangedfrombuildingaprofileoftheirexperience,tounderstandingtheiraspirationsandmotivations,to
lookingatthechannelstheyhadusedtotryandmakethemove. Wesoughttobuildapictureoftheexperiencethey
wentthroughwhenseekingtomakethatmove,fromunderstandingapplicationacknowledgementratestosuccess
ratesingettinghired. Theseresultsarebasedonseventysetsofdatacollectedwhichareoccasionallysupportedwhere
specifiedbydatadrawnfromAspensdatabase.
Most in-house roles require in-house experience
http://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/abouthttp://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/about -
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EXECUTIVESUMMARY
Makingthe
move
in
house
is
hard.
It
requires
planning,
persistence,
flexibility
of
engagement,
abit
of
luck,
aCV
that
representswhatthehiringmanagerislookingfor,andhavinglookedintherightplacefortherightroleinthefirst
place!
Itmaysoundobviousbutwith58%ofrespondentsfindingmakingthemovemoredifficultthantheyexpected,its
worthrestating. Demandforinhouserecruitmentprofessionals,whilerisingagaininearly2013,remainsfirmlyseton
hiringthose
with
prior
in
house
experience.
And
the
biggest
barrier
to
most
external
recruiters
looking
to
make
the
moveacrossisthattheirCVandbackgroundisnotevenconsideredappropriatebyclientsforrolesthatthecandidate
personallytendstoviewasjunioror,worsestill,easy!
Ourresultsgaveusonequitesurprisingfigure. Ofourrespondents,
30%hadsecuredaninhouserole.Thissoundedextremelyhightous
and
a
detailed
analysis
of
all
external
candidates
who
had
registered
withusinthelastsevenmonthsshowedthatjust15%hadactually
managedtomakethemove amorerealisticmeasureofchancesto
thoseconsideringthemove.
Under 15% of external
recruiters have managed
to secure a role in-house
in the last seven months
Theresultsalsodispelledthefailedrecruitermythoftheinexperiencedsalespersonwhocannothackitandwantsto
goinhouse. Wefoundthat70%hadoverfiveyearsexperienceintheindustryand68%hadseentheirincomeincrease
orstaythesameoverthelastthreeyears. Thisfitstheprofileinrecentyears:thosewhohavesucceededintheexternal
recruitmentmarketbutareseekingacareerthattheydonotbelieverevenuegeneratingrolescangivethemany
longer. Theybeginaplannedlongtermmovetowardsdevelopingacorporatecareer;somethingthatcitedasthe
mostpopularpriorityreasonformovinginhousebyourrespondents. Thiscontrastedstronglywithanothermyththat
movinginhouseisaboutgettingawayfromsaleswithescapingcoldcallingthelowestrankedpriority.*
*Editornotes:Thatsaid,itsusuallyoneofthefirstthingscandidatessaytouswhenlookingtomovefromagency!
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Oneareathatdidnotshockus,butshould,isthatthevastmajorityofrecruiterslookingtomoveinhousearesimply
not
looking
in
the
right
place
to
find
a
role.
Historically,
the
RPO
firms
are
the
most
willing
employers
of
external
recruitersseekingtomakethemoveinhouse,yetonlyAlexanderMannSolutions(40%applicationrate)andOchre
House(29%)hadreceivedapplicationsfrommorethanaquarterofthishighlyactivegroupofcandidates thoserates
aretoolow.
Outsideofthis,inthemain,respondentshadreliedonapplyingtoadverts,particularlyonLinkedin,wheretheyalso
triedtobuildrelationshipswithslightlysuspiciousinhouserecruiters!Onthedayofwriting,acursorylookatinhouse
recruiterjobsonLinkedinshowsatypicalapplynowrateof3570applicantsforrolespostedwithinfortyeighthours,
sotheoddsareprettylowattheoutset!
47% of
recruiters would
not consider
RPO firms as an
employer
Wevelongbeenadvocatesofrecruitersseekingtomoveinhousemaximising
theirchancesbytakingtheappropriateapproachtomovinginhouseandwe
broadlyadvisethefollowing:
Respondtoadvertswhereyourskillsetisaclearfit(onlywhereinhouse
recruitmentisnotstatedasarequiredexperience)
Useyournetwork,typicallyyourbestclientisalikelyemployerthereis
oftenamindsetthatthiscarriesriskofthesearchgettingbacktotheboss
butyour
clients
have
more
to
worry
about
and
may
like
the
idea
of
you
coming
inandsavingthemspend
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WhereyouseeappropriateopportunitieswithRPOs,applytothemaswell;youshouldnotdiscountthem
PuttogetheranappropriateCV.Wevewrittenaboutthismanytimesandyoucanreadmorehere
Beasflexibleasyoucanaboutengagement;inthecurrentmarketyourfutureemployermaywanttohireyouon
acontractorinalocationthatstretchesyourcommute,butthisisacareermoveandonewhereyouare
competingperrolewithtenstohundredsofothers themoreyoucanstacktheoddsinyourfavour,thebetter
Understandthatemployerswillnothavethatflexibility;youmaybewillingtoworkinadifferentmarketsector,
recruitadifferentfunction,ortakeachancetoboostyourcareer,buttheemployertypicallyinthecurrent
marketwantsasafeoption someonewhosrecruitedthatjobforsomeonelikethembefore.Donttakethat
rejectionpersonally
Giveyourselfaslongasyoucan;makingthismovetakesmonthssometimes. Seekingarolewhenoutofwork
fromanexternalroleandneedingsomethingimmediatelyputsyouunderhugepressure. Youmaygetluckyand
getacontract,butyoumaybeunderevengreaterpressurethreemonthsdowntheline
http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/http://aspeninhouse.com/andy-blog/youll-never-get-hired-for-your-cv-but-you-can-certainly-get-rejected/ -
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OTHERHEADLINEFINDINGS
TheworstperformingRPOfor
acknowledgementshadresponded
toonly56%ofapplicants*Minimumof10toqualify
ThebestperformingRPOhad
respondedto92%ofapplications*Youllhavetoreadonifyouwanttoknowwho
Somerespondentshadreceived
NOacknowledgementofany
applicationtheyhadmade30%ofrespondentshadnotbeen
calledtoasingleinterviewfrom
theirapplications
Ofthosestillseekinganinhouse
role,52%hadbeenlookingfor
oversixmonthsWhenconsideringadirectly
employedrole,37%hadnot
appliedtoaroleduetoanegative
experienceasaproviderorofthe
organisationsbrandThemostregularlystatedobstacle
tosecuringaninhouserolewas
lackofinhouseexperience
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THEBACKGROUND
Inthis
section
well
take
alook
at
some
of
the
basic
background
results
of
respondents.
Howlonghaveyoubeenlookingtomoveinhousefor?
03months 23%
46months 10.5%
7
9
months
14%
912months 10.5%
12months+ 12%
NA/movedinhouse 30%
Howmanyroleshaveyouappliedforsofar?
0 13%
15 45%
610 15%
10+ 27%
Howmanyinterviewshaveyouhad?
0 30%
13 45%
46 19%
6+ 6%
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THECONTENTIOUS
ISSUE
RPO
OR
DIRECT
EMPLOYMENT
PeopleinrecruitmenthaveanopinionaboutRPO,whatevertheirroleintheindustry,andtypicallyitisentrenched.
Whateverthatviewis,itisworthconsideringsomebasicfacts:
RPOdeliversaservicethatisvalued,typicallybytheirclients,andinmanycasesdoesexactlywhataninhouse
teamwould
otherwise
do
RPOsarethelargestemployersofonsiteorinhouserecruitmentprofessionals
RPOsarecommercialorganisationswithanappetiteforhiringfromrecruitmentconsultanciesanddeveloping
thosepeople
RPOemployeesareunderthesametimepressuresasallotherrecruiters,whetherexternalorinhouse
WhydoImakethesepoints? Well,ourroleisnottowavetheflaginsupportofRPOsandourbusinessdoesnotrelyon
themtomakethemofflimitsfromcriticism,buttherealityisthatRPOtakesalotofbrickbatsfromrecruitment
professionalsfor
essentially
delivering
aservice
to
aclient;
something
that
often
those
on
the
attack
would
like
to
do!
Whilethereareindividualcases,astherewouldbewithcorporateemployers,onissuessuchaspaymentterms,fee
agreementsandopportunitiestobeonPSLs,thathavemadelifedifficultforexternalrecruiterswithRPOproviders,
theseissuesarenotuniquetoRPO.
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Therealityisthatformostexternalrecruitersseekingamoveinhouse,RPOisahighlylikelyemployerandit
shouldbeadesirableone. Butitisnot.
Only36%ofrespondentshadapositiveorverypositiveimpressionofRPOcomparedto76%fordirectinhouse
recruitment
25%ofrespondentshadabroadlynegativeimpressionofRPOcomparedto9%ofdirectinhouserecruitment
Thistells
us
that
there
is
aserious
piece
of
education
to
be
done
around
the
role
of
RPO
and
the
employment
opportunitiesitholds. Whilethefiguresdemonstratethestrongappealofdirectinhouserecruitment,the39%of
thosewhoareneutralonRPO,tome,showthatthereisamajoropportunityforRPOcompaniestodemonstratetheir
valueasemployers. Aswewillcomeontoshortly,thereisacollectivedifficultyhere. Whiletheoutsourcedfirmswould
probablyargueoverthevalidityofotherstocallthemselvesanRPO,anexternalrecruiterseesverylittledifferenceand
islikelyjudgingthewholesectorbasedononeexperience.
THATRPOEXPERIENCE
LetssetthecontextforapplyingtoRPO:
47%ofrespondentswerenotwillingtoconsideranyroleswithRPOemployersandhadnotdoneso
OfthoserespondentsconsideringroleswithRPO,44%statedtheyhadnotappliedtoaspecificoneduetotheir
experienceworkingwiththemasasupplier
ThisisnotauniqueissuetoRPOthough;directemployersalsosufferherewith37%notapplyingtoa
specificopportunityduetotheirexperiencewiththemasasupplier
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Forapplicationvolumes,thetopthreeRPOs(ofthirteenfirmsstated)inorderwere
AlexanderMannSolutions(40%ofwholerespondentpool)
OchreHouse(29%)
ResourceSolutions(23%)
Thestated
response
rates
to
applications
were
incredibly
varied;
of
those
receiving
aminimum
of
10
applications,therewereresponse/acknowledgementratesaslowas56%
Thebestperformersforacknowledgementrates,basedonaminimumof10applications,inorderwere
ResourceSolutions(92%acknowledgementrate)
RandstadSourceright(81%)
AllegisGroup
Services
and
Hays
(80%)
ThereisahugeopportunityherefortheRPOsectortohiremorepeoplewhowanttoworkinthekindsofrolesthey
havebutwherethecandidatepooldoesnotviewthemintheappropriatelight.Butjustasthereiscurrentlyaserious
debateongoingabouttheimpactofcandidateexperienceonbrandintheconsumerandonlinesectors,soRPO
companiesmay
have
to
consider
whether
some
of
their
relationships
with
providers,
and
their
approach
to
them,
are
damagingtheirchancesofemployingrecruitersinthefuture.
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THEINHOUSECONTRAST
Whilewe
were
not
able
to
specify
as
clearly
the
potential
employers
directly
in
house
given
the
far
higher
volume
of
companieswithfarsmallerteams,wewereabletogetasenseofthecandidateexperienceagainhere:
80%ofourrespondentshadappliedtoadirectlyemployedinhouserole
44%ofrespondentsstatedtheywereonlyapplyingtodirectlyemployedinhouseroles
Thevolumeofapplicationratesvariedsignificantlybutthemedianwas5perrespondent
Applicationacknowledgementlevelswerehugelyvariedfrom0100%
COMMENTS
Tofindanewrole,werecommendthatcandidates,whentheydonothaveinhouseexperiencealready,takeabroad
lookattheopportunitiesinthemarket. Itsclearthatthatisnotcurrentlyhappening. Toenhancethechancesof
makingthemove,bothcandidatesandemployershaveanumberofopportunitiestheycantakeadvantageof:
Candidatesshould
consider
the
odds
of
employment;
direct
in
house
teams
are
typically
small,
so
in
any
given
yeartheremaybeonlyoneoptionwithoneteamwhichtheirapplicationissuitablefor,sobeawareyoumay
needtointerviewforawidernumberofrolestobesuccessful
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DoengagewithRPOfirms;theyemployhighervolumesofonsiterecruitersandmaywellhaveregular
opportunitiesoverayear,eveniftheydonottoday
Directemployersshouldconsidertheskillsanagencyrecruitercanbringalongsidethosewithinhouse
experience;typicallyweareseeinghiresfromagencyhappeningafteralongperiodofseekingaperfectin
houserecruiter
at
alow
salary.
Open
the
field
to
agroup
who
are
really
keen
to
work
for
you
and
will
be
loyal
RPOfirms,considerthegeneralbrandofRPO,notjustyourown. Canyoudomoretohelprecruitersunderstand
therecruitmentpropositionyoucanoffer?
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THEBIGGESTCHALLENGE?(INTHEWORDSOFTHERECRUITERS)
Noinhouseexperience
Location
Imtoo
expensive
Lack
of
CIPD
Thevolumeofother
peoplelooking
Provingmyskills
aretransferable
Ridiculouslabelofbeing
anagencyrecruiter!
Mythreemonth
noticeperiod
Age
Havingthe
rightsector
experience
Movedbetween
jobstoooften
recently
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CONCLUSION
Inhouserecruitingishighprofilein2013. Imprettysuretheexposureitgets,andthelowerlevelsofplacementsmany
externalpermanentrecruitersandexecutivesearchprofessoinalsaremaking,helpperpetuatetheviewthatthe
numberofinhouserecruitersoutthereishigherthanitreallyis. Inmanyways,inhouserecruitingisstillinitsinfancy
andin
2013
we
are
seeing
real
pressure
on
in
house
functions
and
RPOs
to
deliver
far
more
with
less
budget,
and
often
thesameorlessheadcountinamarketwherepeoplearesuspiciousofmovingfromemployersandnervousaboutthe
economicoutlook.
Thefutureofinhouserecruitinganditsgrowthwilldependonthepeoplewhodeliveritand,justaspre2008when
functionsbegantogrowforthefirsttimeinmanylargerbusinesses,theywillrelytosomeextentoranotheronhiring
fromtheir
agency
cousins.
The
good
news
for
employers
is
that
in
house
recruitment
is
becoming
agenuine
career
of
choiceformanyexperiencedrecruitmentprofessionals;thetougherpartforthoselookingtomakethatmoveisthat
themoveishardertomakethanmostwouldlike.
Ifyouwanttodiscussanyelementsofthisreportingreaterdetailaseitheradirectemployer,RPObusiness,orrecruiter
(agency,RPO,orinhouse),dofeelfreetogetintouchwithus werealwayshappytotalkrecruitment!
Ifyoureaninhouseprofessional,comeandfindourCentreforInhouseRecruitmentExcellencegrouponLinkedinor
Twitter,wheretheresplentyofdebateandeventstobefound. PleasealsoconnectwithAndrewonLinkedin.
http://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/abouthttp://twitter.com/C4inhouserechttp://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://uk.linkedin.com/in/andymountney/http://twitter.com/C4inhouserechttp://www.linkedin.com/groups/Centre-Inhouse-Recruiting-Excellence-CIRE-2152118/about -
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CONTACTS
AndrewMountney
AspenInhouse 01737735026
mailto:[email protected]:[email protected]