Adapting Recruitment Strategies to the Economic Climate

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<ul><li><p>Neil Martin Partner MBR PartnersAdapting Recruitment Strategies to the Economic Climate</p><p>TelecomsMediaThe CloudOutsourcingTransformationFinancial services</p></li><li><p>Back to the FutureDoom and gloom followed by the boomIndicators suggest that across Telecoms activity is risingMWC figures up 24% (2010 2011)Share price boomerangTechnology CycleAnite Share Price</p></li><li><p>Labour Market BasicsSalaries dictated by supply and demandSpeed of market closing increases the higher supply of labour isClient vs Candidate driven marketsSkills shortages lead to increased time to hire and higher packages</p></li><li><p>Trends in a down marketCost saving kingReduce contractor rates and reduce or freeze real salariesReduce agency %Movement towards insourcing / internal recruiting</p></li><li><p>Factors of successJobboards regional + industry specificSocial Networking opening up stageATS improvementsHigh usage and availability of candidates / low overall recruitment</p></li><li><p>The Market SwingsNetworkers Share PriceTelecoms has its own technology cycles- LTE- Handsets (apps / smartphones)</p><p>New growth companies</p><p>Positions finally off hold</p><p>Rebound in the contingency IT&amp;T market globally</p></li><li><p>Successfully AdaptingUnderstand the market has changedHelp Your Recruitment teamDirect CommunicationHiring Manager interviewsRespond quickly and make decisions quicklyBe flexible on package and flexible working</p></li><li><p>Company ImageUpgrade your image to attract the best staffOn and off portal presence video &amp;Recruitment sectionShare good newsBe seenChoose brands recruiters that knowYour market and can pitch for you +Improve you brands recognition</p></li><li><p>The Bad NewsRecruitment channels less effective than in the downturnThe closing of some social networking sitesStill no technology only solutionEach role takes recruiters longerPressure on internal recruitersAgencies with low % can shift there time and attention to higher yielding clients.</p><p>Throws focus on internal databases / ATS and dividing up requirements between internal and external partners. Upward pressure on agency %.Need to work with specialist recruitersIncreasing internal recruiter staffing levels</p></li><li><p>Guaranteeing DeliveryConsider roles where you need to attract the very best person rather than someone that can simply fulfil the roleEngage exclusive search brands that will:Understand your business and the propositionPitch your company to candidatesIncrease your brand awareness and have the necessary gravitas to discuss opportunities with execsWill approach all the relevant people within the space without failWill meet with &amp; video interview candidatesWill spend all the time required on a role necessary to get to closureWill reject new business to ensure they have the capacity to deliverWill guarantee short lists within set time frames</p><p>Not all exclusive search brands will charge retainers up front</p></li><li><p>SummaryIt is getting progressively harder to attract talent in many areas</p><p>Consider the best level of insourcing and use the tools that are available</p><p>Utilise exclusive search companies and contingency recruiters in parallel</p><p>Work with the recruiter and help them wherever possible</p><p>Be flexible to change</p></li><li><p>MBR Partners London2nd floorBerkeley Square HouseBerkeley SquareLondon, W1J 6BD Phone: +44 20 7193 3305 Email : request@mbrpartners.com How to contact usMBR Partners FranceLes Bureaux du Soleil251 chemin des Gourettes06370 Mouans Sartoux Phone +33 977 196 094 Email : request@mbrpartners.com </p><p>******</p></li></ul>