rethink supporting the good recruitment campaign

Rethink supporting the Good Recruitment Campaign

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15th October 2014

Agenda

–Welcome and introductions – Michael Bennett, Director, Rethink Group

– The REC’s Good Recruitment Campaign – Kevin Green, CEO, REC

– A client’s experience – Louise Mitchell, Head of Recruitment, Communisis

– Views, questions and follow up

–Drinks, nibbles and networking

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The Good Recruitment Campaign#goodrecruitment

Kevin Green, CEOwww.rec.uk.com/Goodrecruitment

Why?Why did REC launch the GRC?

What?What is the GRC?

Who?Who is already involved in the GRC?

How?How are employers & members using the GRC?

When?When can you start benefiting from the GRC?

Agenda

www.rec.uk.com/Goodrecruitment

core issues


The debate on flexible work Kept unemployment down during the downturnHelps businesses attract talent while keeping overheads downHelps employers deal with demand fluctuations; growth of a 24/7 culture Creates choice for people - work/life balanceFlexible work is currently a political football


The skills/talent paradox


2.24 million unemployed in the UK (Office for National Statistics, April 2014)

40% of employers report a lack of talent (Manpower)

Skill shortages increased from 14 to 47 areas (KPMG/REC Report on Jobs)

25% of employers said poor recruitment for one role had cost in excess of £40k (Quarsh)


Youth employment

• Still nearly 750,000 unemployed • Young people not studying STEM subjects• Employers say attitude and skills not up-to-scratch • Career advice & work experience non existent• Employers need to get more involved • Youth Employment Charter

Candidate experience


The recession changed attitudes; 45% open to talking to a recruiter if approached (LinkedIn Talent Trends 2014)

Most now use 14 or 15 unique sources for job search – candidates becoming more like consumers (Savage, G.)

Candidate identification will become easier, but recruiting and hiring will become harder

The Charter & Guidance


Objectives of the campaign

To promote good recruitment practice to UK employers To provide a mechanism for employers to review their own organisation’s performance against good recruitment practice To share good practice and innovation in recruitment and resourcing



Three current audiences


The Good Recruitment Campaign: Benefits to employers who sign upAlign organisation with good recruitment practice – it sends a positive message to potential candidates

Use the charter to drive good practice internally Use the self-assessment, kit and guidance to review the organisation’s performanceLearn from peers and academics about trends and new approaches to recruitment and resourcingImprove the provision of recruitment services and supply chain management Opportunity to attend networking meetings

Business Bodies/Supporters of the campaign



Employers already signed up to the charter

Next Steps

Website – more material being added each monthWork with business bodies - promote to their members Provide tools for recruiters to promote to clients Raise awareness via HR/Recruitment press & social mediaCommission research into recruitment supply chain Growth in community activity Employers’ Advisory Panel to define areas of future work


Recruitment supply chain research


What's going on in the market – current trends in recruitment supply chain

What are the advantages/disadvantages of different models to employers – RPO, vendor, PSL and in-houseImplications for recruiters and their strategyDefinition of what good looks like for each model

The purpose is to influence employers in both HR and Procurement who are responsible for decisions about recruitment supply chain management

Action

Sign-up today!


Thank you


Communisis

Good Recruitment Campaign Louise Mitchell – Head of Recruitment

A little bit about Communisis…

We specialise in Marketing and Communications

• We employ c.2,300 people

• Across 14 countries

• With 27 sites in the UK

• We have over 200 years of history

• Three main business areas; Design, Produce and Deploy

Why the GRC?

It was a commercial decision…

• Attract top quality candidates

• Grow our own talent

• Provided a basis for training (and avoiding tribunals!)

• Feeds into our C2E accreditation

• Tied into existing recruitment strategy

• Our clients like this sort of thing

And we were doing a lot of it anyway!

The road so far…

C2E accreditation meant that 1,2 and 4 were already in hand

• Immediate changes:

– Recruitment Training

– Communisis Academy

– Candidate experience

Case study: Liverpool

THE CANDIDATE EXPERIENCE

• Majority of offers being turned down

• Significant impact on the business

• Reviewed problem

• Workshops and recruitment training

• Lots of changes, big & small

Outcome: no offers have been turned down since

Views, questions and follow up

Views?

Questions?

Follow up–More information from the REC – Sign up to the charter– Rethink to organise regular client updates and events to discuss

GRC

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rethink supporting the good recruitment campaign

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