1. Kevin Green, CEO
The REC
The Firm Conference
15th November 2013

2. Agenda
The REC – helping you manage risk
UK jobs market
The impending talent crisis
The relationship between in-house and recruiters
The REC Good Recruitment Campaign – a chance to
work together

3. REC leading a successful and respected
Recruitment Industry
3,280 corporate members 80% (by value) of the UK
recruitment market and +6,000 individuals
Presenting the views of our members to government,
policy makers and the media
The leading source of knowledge and expertise
Committed to raising standards and professionalism in
the recruitment industry
Developing successful careers by providing qualifications
via the Institute of Recruitment Professionals (IRP)

4. Helping manage your risk
Raising standards through compliance, training
and qualifications
Online test and checks for all members
Inspections when risk identified
Complaints process for clients and candidates
Standards committee with TUC and CBI
“Would you book a holiday with
a non ABTA company?”

7. REC Industry Forecast

8. REC Report on Jobs
• Increase in salaries as candidate availability deteriorates
• Continued strong growth of permanent and temporary
•
•
•
•
•
appointments
Overall vacancies rise at sharpest rate in over six years
Availability for temporary and permanent workers lowest for 6
years
Perms have been in growth for over a year now (13 months)
Perm skills shortages are in the higher earning jobs roles –
creative designers, IT/Computing and Engineering
Lower paid roles for skills shortages in temp market

9. Report on Jobs Sectors – perm

10. New shape of the jobs market
Professional market
including Contractors / Interim
Jobs in the middle being
squeezed
Growth in flexible labour and
lower skilled work

11. The impending talent crisis

12. What do we mean by talent?
Core professional skills
Vision to see the big picture plus operational enough to make
it happen
Welcomes and can lead change
Inspires and motivates people

13. Ageing Population

14. Two Speed Labour Market

15. Social attitudes to work

16. Social media – opportunity and threat!

17. Increased flexibility
Competition
Choice
Free labour market

18. The future of recruitment
Search – move upstream – outsourced
Permanent professional / managerial – moving in-house in
corporates
Professional contracting – outsourced
Contingent – growing importance - outsourced

19. Methods of managing recruitment
Preferred supplier list
Outsource (RPO) to third party
Use MSP / vendor
Supply chain management = cost reduction

20. The questions going forward
PSL – How to ensure quality?
Who manages the supply chain?
Cost verses quality?
How do you think about your suppliers?
How do you treat your suppliers? – win/win or win/lose?

21. The REC Good Recruitment Campaign

22. The Good Recruitment Campaign – why?
Resourcing effectiveness needs to move up the corporate agenda
Talent becoming scarce – skill and talent shortages rife across the
economy, this will only get worse!
Mistakes in hiring are very costly for employers, employees and the
economy
Youth unemployment still unacceptably high
Good practice being ignored by many
Debate about flexible resourcing becoming prevalent and will be a
election issue
It reinforces only using professional compliant partners
Timing – labour market performed well but is going to struggle when
demand returns

23. Charter Principles
1. Our recruitment procedures are fair, legal and ethical
2. We will exercise recruitment good practice despite mode of employment
3. The candidate experience delivered is of a high standard
4. Flexible working arrangements and adaptive working packages
5. Those managing and delivering the recruitment process having undertaken
any relevant training/qualification
6. External recruitment providers are signed up to industry Codes of Practice
7. Recruitment good practice is ensured throughout the supply chain
8. Recruitment procedures help to address the challenge of youth unemployment
9. Recruitment procedures are regularly reviewed and feedback sought from
candidates
10. That we ensure we keep abreast of trends and recruitment practices

24. The Good Recruitment Campaign,
the what?
Employers advisory panel a group who help us to promote, champion and
lead the debate
The Charter and Guidelines themselves for employers to sign up to
Located on REC’s new website – internal briefing documents available
Promotion of the Charter via trade associations and professional institutes
who sign up and promote to their members
Toolkit for recruitment businesses to use to promote the Charter and
principles to their clients
Creation of a community with those signed to the Charter, open meetings,
regular sharing of good practice and research
A hub where research, data, guides and good practice can be located, used
and supplied

25. Interested?
Send an email to selina.jones-barry@rec.uk.com

26. Thank you
Sub heading