Speaking: Chris Rowlands – Director

THE HSE EMPLOYMENT MARKET – PAST, PRESENT & FUTURE

EMERGING RECRUITMENT TRENDS IN THE HSE SECTOR

WHAT MAKES A HSE PROFESSIONAL “EMPLOYABLE”?HOW DO YOU DIFFERENTIATE YOURSELF?

HOW IS YOUR CAPABILITY AND SUITABILITY MEASURED?

Added bonus:• The “Safety Differently” Forum – An Insight

WHICH UK INDUSTRY SECTORS ARE PERFORMING WELL?

MAGIC FORMULA =STRONG OVERALL ECONOMIC PERFORMANCE + HIGH RISK INDUSTRY PROFILE

• INFRASTRUCTURE: CONSTRUCTION & UTILITIESCrossrail, HS2, Thames Tideway Tunnel, Highways Agency

• GENERAL CONSTRUCTION: power shift/re-emergence of SMEs and sub-contractors

• SUPPLIERS TO THE CONSTRUCTION INDUSTRY: raw materials, construction products, plant etc.

• FACILITIES MANAGEMENT: Hard & Soft services

• MANUFACTURING: Food & Drink; Pharmaceuticals; Chemicals; Automotive

• AFFORDABLE HOUSING / HOUSING CHARITIES

• PUBLIC SECTOR: Healthcare, Education, (pockets of) Central & Local Government

RECENT RESEARCH

HR = BAROMETER OF BUSINESS DIRECTION

Trend: Increase in specialist roles

• Wellbeing / Occupational Health• Resourcing / Talent• Organisational Design (OD)• Reward / Comp + Bens• Learning & Development (L&D) a.k.a. Training

EMPLOYED IN THE PRIVATE SECTOR?A recent advantage...

PRIVATE SECTOR...TRAINING / L&DCIPD: LABOUR MARKET OUTLOOK – Autumn 2015

TRAINING EXPENDITURE OVER THE PAST 24 MONTHS (%)

Private Public Voluntary0

10

20

30

40

50

60

70IncreasedStayed the SameDecreased

BUOYANT MARKET – SHOULD I BE ‘CONTRACTING’?

SHORT ANSWER = MAYBE

• DEMAND vs SUPPLY // LONG-TERM vs SHORT-TERM // KNOWLEDGE-LED vs PROJECT-LEDCDM Consultants/Principal Designers, Process Safety, COMAH, DSEAR, Occupational Health, Behavioural Safety, Occupational Hygiene

• Recent survey: 25% of HSE contractors currently in a contract of < 12 weeks

• INCREASED FOCUS ON IR35 AND ‘TAX AVOIDANCE SCHEMES’ – WILL THIS AFFECT DEMAND?Will employers and agencies become responsible – and therefore liable – for deciding whether a contractor is subject to IR35 via the ‘supervision, direction or control’ test?

• IS CONTRACT WORK ‘ENOUGH’? CAN YOU WALK AWAY?

• STRATEGIC HSE DECISION-MAKING = DELIVERED BY PERMANENT EMPLOYEES. RARELY ‘DELEGATED’

HOW COMPETITIVE IS THE MARKET?CIPD: LABOUR MARKET OUTLOOK – Autumn 2015

NUMBER OF APPLICANTS PER VACANCY

Low-skilled Medium-skilled High-skilled0

5

10

15

20

25

30

25

15

10

2010 2011 2012 2013 20142

3

4

5

6

7

3.5

4.7

5.4

6.15.9

AVERAGE NUMBER OF INTERVIEWEES PER (PERMANENT) VACANCY

HOW COMPETITIVE IS THE MARKET?

OPEN TO OVERSEAS RELOCATION?

• OVERSEAS HSE EMPLOYMENT MARKET MUCH LESS FLUID THAN 2009-2014• MATURE/MATURING HSE EMPLOYMENT MARKET IN MIDDLE EAST - 2nd/3rd ‘CYCLE’• DEPRESSION OF GLOBAL OIL & GAS MARKET• EMERGING MARKETS:

o India – increasingly (NEBOSH) qualified local hireso India – less likely to see a need to ‘entice’ UK candidates / less financial opportunity to do soo China – much less transparent market-space / much less experience of UK quals., legislationo China – language barrier...will new trade relationships affect opportunities in China?

=

THERE ARE MORE VACANCIES OUT THERE...

...BUT IT IS GETTING MORE AND MORE COMPETITIVE

COMPANIES ARE INTERVIEWING MORE PEOPLE FOR EACH POST AND – GENERALLY – UNDERTAKING

MORE ‘STAGES’ BEFORE MAKING A HIRING DECISION

THEY ARE ALSO MORE OPEN THAN EVER TO “UP-SKILLING” THEIR EXISTING WORK FORCE –

“SUCCESSION PLANNING” IS ON THE AGENDA

NICHE EXPERTISE IS COMING TO THE FORE IN THE CONTRACT MARKET

OVERSEAS OPPORTUNITIES HAVE SLOWED OVER THE PAST 2 YEARS...BUT STILL EXIST

AND AS FAR AS THE UK GOES, YOU CAN’T GO WRONG WITH INFRASTRUCTURE

THE HSE EMPLOYMENT MARKET – A SUMMARY

WHAT MAKES AN HSE PROFESSIONAL “EMPLOYABLE”?

IF IT REALLY IS A COMPETITIVE MARKET, HOW DO I STAND OUT FROM THE COMPETITION?

or

QUALIFICATIONS

The HSE Recruitment Network are supporters of:

QUALIFICATIONS

HSE SUBJECT MATTER EXPERTISE (c. 45,000 members of IOSH)

EXPERIENCE: TRACK RECORD OF ACHIEVEMENTS / TANGIBLE RESULTS

NICHE AREAS OF EXPERTISE : CDM, Process Safety, COMAH, DSEAR, Occ. Health, Behavioural Safety, Occ. Hygiene

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ADAPTABILITY

COMMERCIALITY & BUSINESS ACUMEN

PERSONALITY / ENTHUSIASM AND DRIVE TO ACHIEVE RESULTS

COMMUNICATION SKILLS / ABILITY TO ENGAGE / GRAVITAS

AN INNOVATIVE & CREATIVE APPROACH

WHAT MAKES A HSE PROFESSIONAL “EMPLOYABLE”?

HOW DO COMPANIES (AND RECRUITERS) ASSESS YOUR CAPABILITIES AND SUITABILITY

FOR ROLES?

THE “PERFECT CV”...

• Simple, easy to read format

• Accurate: dates, contact details, information

• Written in the first person

• Concise

• Has an engaging ‘Personal Summary’

• Uses “positive language” & “active language”

• “I” not “we”

• Information is easy to find e.g. section headings

• CV is adapted for each application

• Proof read

• Honest

• Avoids (unnecessary) tables & graphs

• Professional contact email address

• No clichés

TIP:

Imagine yourself on the receiving end of your CV – as a busy hiring manager or decision-maker – and give yourself 30 seconds to review it.

Try using different measures: the reality is some place great value on the personal overview, others tick off the qualification requirements first,

others go straight to job titles and companies worked for.

Is this information easy to find and would you pass the ‘first sift’ in any/all of these scenarios??

MODERN INTERVIEW & ASSESSMENT TECHNIQUES

VIDEO “INTRODUCTIONS” AND/OR VIDEO RESPONSES TO SET QUESTIONS VIDEO/SKYPE INTERVIEWS SITUATIONAL/OBSERVATIONAL & TASK-BASED ASSESSMENTS (e.g. SITE TOUR ASSESSMENTS) PSYCHOMETRIC PROFILING TOOLS (e.g. SHL LEVEL A&B, SAVILLE WAVE, THOMAS INTERNATIONAL, MYERS BRIGGS, McQUAIG)

• APTITUDINAL TESTS e.g. VERBAL, NUMERICAL• BEHAVIOURAL/PERSONALITY PROFILING• “FUTURE GROWTH & POTENTIAL”

USE OF OCCUPATIONAL PSYCHOLOGISTS SOCIAL MEDIA “ASSESSMENTS” 360° REFERENCING

HOW DO YOU DIFFERENTIATE YOURSELF?“Safety Differently”

Safety is the absence of negatives

People are the problem

Safety is a bureaucratic activity

People are the solution

Safety is the presence of positives

Safety is an ethical responsibility

HOW DOES JOHN GREEN ASSESS POTENTIAL RECRUITS TO HIS LAING O’ROURKE SAFETY TEAM...?

VIDEO “INTRODUCTIONS” AND/OR VIDEO RESPONSES TO SET QUESTIONS VIDEO/SKYPE INTERVIEWS SITUATIONAL/OBSERVATIONAL & TASK-BASED ASSESSMENTS (e.g. SITE TOUR ASSESSMENTS) PSYCHOMETRIC PROFILING TOOLS (e.g. SHL LEVEL A&B, SAVILLE WAVE, THOMAS INTERNATIONAL, MYERS BRIGGS, McQUAIG)

• APTITUDINAL TESTS e.g. VERBAL, NUMERICAL• BEHAVIOURAL/PERSONALITY PROFILING• “FUTURE GROWTH & POTENTIAL”

USE OF OCCUPATIONAL PSYCHOLOGISTS SOCIAL MEDIA “ASSESSMENTS” 360° REFERENCING

VIDEO “INTRODUCTIONS” AND/OR VIDEO RESPONSES TO SET QUESTIONS VIDEO/SKYPE INTERVIEWS SITUATIONAL/OBSERVATIONAL & TASK-BASED ASSESSMENTS (e.g. SITE TOUR ASSESSMENTS) PSYCHOMETRIC PROFILING TOOLS (e.g. SHL LEVEL A&B, SAVILLE WAVE, THOMAS INTERNATIONAL, MYERS BRIGGS, McQUAIG)

• APTITUDINAL TESTS e.g. VERBAL, NUMERICAL• BEHAVIOURAL/PERSONALITY PROFILING• “FUTURE GROWTH & POTENTIAL”

USE OF OCCUPATIONAL PSYCHOLOGISTS...in fact, he hires them! SOCIAL MEDIA “ASSESSMENTS” 360° REFERENCING

HOW DO YOU DIFFERENTIATE YOURSELF?

Whilst everyone is a product of their environment...

THANK YOU

Q&A