Annual Membership Survey Highlights2014

2014 Survey Categories

• Structure & Strategy • Future Talent • Attraction and Sourcing• Technology • Selection & Assessment• Measurement• Recruitment Process Outsourcing (RPO)

Structure and Strategy

2014 Priorities

Strategic Workforce Planning

Recruitment and Succession Planning

EVP and Employer Brand

Candidate Experience

Direct Sourcing

Building Talent Pools and pipelines

Assessment and Selection

In-house Exec Search

Building recruitment capability

Recruitment Process and Systems

Vendor management and review

0% 10% 20% 30% 40% 50% 60%

24%

26%

44%

30%

48%

48%

13%

6%

24%

31%

2%

Size of Recruitment Team

1 2 - 5 6 - 10 11 - 20 21 - 50 51 - 100

101+0%

5%

10%

15%

20%

25%

30%

35%

15%

29%

22%

14%

8% 8%

4%

51% have between 2-10 members of staffTeams of 10+ accounting for only 34% of respondents in 2013, down from 39% in 2011The rise of the sole recruiter – from 9-15% in the last year!

Recruitment Budgets

Over 71% have a budget of less than 1 million

48% of respondents confirmed budgets of £500,000 or lower

FMCG sector maintains the smallest recruitment budget (under £500,000), followed by Consulting/Strategy and Retail

In contrast, larger budgets of over £1 million are held by the Healthcare, Utilities/Energy and Banking and Finance industries

50% of recruitment budgets held by the Resourcing team

25% held by the line and 19% HR, 6% elsewhere

Future Talent

Future Talent

Good news for work experience - 38% provide structured work experience opportunities (increased from 33% in 2012 and 2013)

16% have school leaver programmes with a further 50% considering it

44% have an apprenticeship programme in place with a further 18% considering it

Attraction and Sourcing

Attraction and Sourcing

• 70% of respondents hold a LinkedIn Recruiter account • Of those with a LinkedIn Recruiter license, 67% access it daily• 22% reporting that they remain permanently logged in.

Twitter

Facebook

LinkedIn

Niche blogs / forums etc

Google+

YouTube

Pinterest

Xing

Tumblr

0% 20% 40% 60% 80% 100% 120%

4%

5%

86%

6%

1%

0%

22%

4%

7%

21%

4%

4%

7%

0%

31%

22%

4%

9%

7%

11%

4%

4%

20%

22%

4%

27%

42%

40%

46%

41%

47%

1st 2nd 3rd N/A

Agency Reliance

• 76% of respondents confirmed that less than 25% of vacancies were filled by agencies last year

• 81% operate a PSL

Less than 10% 11-25% 26-50% 51-75% Over 75%0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

33%31%

21%

8% 7%

36%

27%

23%

8%5%

46%

30%

15%

6%

2%

2011 2012 2013

Employee Referral Schemes

• 45% of respondents confirmed that 10% of vacancies were filled through their referral programme

• 0 respondents fill over 61% of roles through ERPs• 18% operating a social referral scheme

0-10% 11-20%

21-30%

31-40%

41-50%

51-60%

61-70%

71-80%

81-90%

91-100%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%45%

33%

14%

7%

1% 1% 0% 0% 0% 0%

Assessment and Selection

Assessment and Selection

Rise of video interviewing – 22% using as part of screening process

57% using psychometric ability tests

20% using Situational Judgement tests

90% using CBI

84% using telephone interviews

Technology

ATS Usage

Taleo still holding strong (20% previous two years)Other 27%

Yes -

Tale

o No

Yes -

Lum

esse

Tal

entL

ink

Yes -

Link

edIn

Yes -

Lum

esse

iGra

sp

Yes -

Avatu

re

Yes -

Kenex

a

Yes -

e-Arc

u

Yes -

Peopl

eFlu

ent

Yes -

iCIM

S

Yes -

Jobs

2Web

Yes -

Jobv

ite

Yes -

Peopl

esof

t

Yes -

Trib

ePad

Yes -

Virtua

l Edg

eOth

er0%

5%

10%

15%

20%

25%

30%

19%

15%

11%

9% 9%

7%6%

4% 4%3%

2%1% 1% 1% 1%

27%

Careers site

% of respondents rating site as above-average/excellent has dropped from 38% in 2012 to 23% in 2014Only 36% of respondents’ websites are mobile-friendly and 27% mobile optimised, although 43% are currently considering optimising their sites for mobile devices24% of respondents have long-standing careers sites, first launched over 2 years ago, 46% have launched their sites fairly recently, within the last 12 months5% have not refreshed content for over four years!

92%

8%

Yes No

Measurement

Measurement – Time to Hire

Average time to hire indicated that the majority (46%) of respondents complete the recruitment process within 4-8 weeks

9% have a quicker turnaround of under four weeks

Sectorial variations - Health/Care sector is the one in which hiring takes longest, with c58% of positions being filled over the course of more than 12 weeks.

The majority of respondents originating from the Consulting/Strategy (62%), Retail (59%) and Telecom (70%) sectors confirmed their average time to hire is under eight weeks, which may be owing to the volume of vacancies to be filled

Measurement – Cost per Hire

33%of respondents admitted to spending under £1000 with another one-third spending £1000-£2500. Sectorial differences - For 75% of respondents in the retail sector the average annual cost per hire was under £1000.Half of IT-industry respondents spent over £2500 per hire whereas 75% of Engineering/Manufacturing per-hire spend lies between £1000 and £4000.

Under £ 1000 ($1600)

£ 1000 to £ 2500 ($1600 -

$4000)

£ 2501 to £ 4000 ($4001 -

$6500)

Over £ 4000 ($6500)

0%

5%

10%

15%

20%

25%

30%

35%

40%

25%

36%

25%

18%

33% 33%

22%

13%

2012 2013

RPO

RPO

68% outsource part of their recruitment process18% thinking about itOutsourcing part of the recruitment activity is more common, when the team consists of 11 or more members. Interestingly, the smallest teams display the most definite rejection of outsourcing

14%

68%

18%

Yes all Yes part

No, but it is under consideration

Questions?!