A Recruiters Guide to Surviving the Downturn" by Nigel Harse - RIB Report

1. ITCRA:
“A recruiters guide to
surviving the downturn”
September 2009
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2. The Trends
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3. “Economists have correctly
predicted nine of the last
five recessions”
Nobel laureate Paul Samuelson
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4. Lead indicators are
becoming positive again…
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5.  Two quarters of decline followed by
one quarter of stabilised activity
 40 to 50% decline on levels of last year
Perm invoiced by quarter RIB Avg
50
45
40
35
30
25
20
15
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
03-04 Q1
04-05 Q1
05-06 Q1
06-07 Q1
07-08 Q1
08-09 Q1
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6.  Anticipate and deal with pressure on
placement fees…
08-09 RIB Average placement
fee
Q1 $7,800
Q2 $7,400 a fall of 5% on
Perm Avg Fee by Quarter RIB Avg Q1
$8,000
Q3 $6,450 a fall of 13% on
$7,500
Q2
Q4 $6,160 a fall of 4% on
$7,000
Q3
$6,500
$6,000
$5,500
$5,000
$4,500
$4,000
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
Q2
Q3
Q4
03-04 Q1
04-05 Q1
05-06 Q1
06-07 Q1
07-08 Q1
08-09 Q1
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7. MOM Improves Recruiting..
Before initiating
recruiting for any
position, take the time to
help the hiring manager
to define MOM
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8.  Mission - The main purpose for
which the position exists
 Objectives - Specific and
measurable deliverables that the
employee will be responsible for
 Metrics - The specific measures
associated by which the
employee's performance is
going to be judged
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9.  Expect growth on Perm vacancies Q1 2010?
 Expect good growth in Contracting demand - NOW
 Expect more Contract to Perm conversions - NOW
RIB AVG - Long term GP trends Temp & Contract Gross profit
Perm Gross Profit
$400,000
$350,000
$300,000
$250,000
$200,000
$150,000
$100,000
$50,000
$-
Q1 03/04
Q1 04/05
Q1 05/06
Q1 06/07
Q1 07/08
Q1 08/09
Q3
Q3
Q3
Q3
Q3
Q3
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10.  Average productivity fell 17% last year
 Expect pressure to get your results back up…
Return on Income Producers salary package
$2.97 $2.93 $3.01 $2.96
$3.20 $2.86
$3.00
$2.80 $2.44
$2.60
$2.40
$2.20
$2.00
03 - 04
04 - 05
05 - 06
06 - 07
07 - 08
08 - 09
GP per $1 Income Producer
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11. Honest advice from someone who
has been in your shoes…
Be prepared to Measure,
Manage and PERFORM…
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12.  Those consultants who measure
their activities and understand
their efficiencies will be able to
identify the true performance
problems they are encountering…
 Set yourself efficiency targets…
 Ask more of yourself than others
expect…
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13.  Learn from the TOP PERFORMERS –
LOOK, LISTEN and then start TRYING…
 Don’t keep doing what you are doing
and expect different results…..
 Set yourself realistic goals that will keep
you on track and motivated, then
persevere until you achieve them..
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14. 3 of the most critical conversion
rates that you SHOULD know:
 Job fill rate
 Candidate placement rate
 Prospective clients converted to clients
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15. Focus on Value-add
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16. Maximise your contribution
 There are many components of the
recruitment process
 Actively focus on the core value-add
components
 Usually client and candidate interactions
 Need to dominate your 9-5 thinking
 Other components are important
 but are not what make you critical and
valuable to your clients or your organisation
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17. The small stuff is important!
 Fewer jobs, more candidates
 Clients and candidates have more options
 Hungry competition
 In this market the small stuff is important
 Pay special attention to how your actions will be
perceived by the recipient:
 Return phone calls
 Well prepared communication
 Value-added service, not lip-service
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18. Lessons Learnt
 The best companies are born and
developed in downturns
 The lessons of a downturn are
necessary for success
 Unselfish concern (altruism) for all
the stakeholders leads to personal
reward
 Change is constant; yesterday is
gone and will not return
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19. (C) www.ribreport.com.au September 2009
Look on each day as an
opportunity to create your
own future..
Thank you!