1. Recruitment trends2012/2013
@WeAreAdam
www.weareadam.com
London: 0207 8717 665
Manchester: 0161 359 3789

2.  Vacancies at 15 year high
 Every Sector in growth
 Perm jobs month on month increase since October 2012
Trends
 Employment confidence increasing
 Hiring intentions improving temp & Perm
 65% of employers will increase their perm headcount in
the next three months

3.  Economy grew by 1.9% in 2013 and forecast 2.5% in 2014
 Record Employment – even with economy not back to
2008 levels
 Unemployment – Falling from 7.7 in August to 7.1 %
UK Labour
Market
 Youth unemployment and long term unemployment still
too high
 Skills and talent shortages, worsening in many sectors,
especially digital
 Perm starting Salaries rising
 Immigration, living costs and productivity the key issues

4. INDUSTRY TURNOVER (£BILLION)
Recruitment
Industry
Turnover
[VALUE]
TEMPORARY/CONTRACT
PERMANENT
2.4

5. Annual figures
per consultant
(permanent
roles)
Average value of sales per consultant
is £83,955
Below the pre-recession peak of
£96,954
Average number of placements are 21

6.  Deep expertise in their niche
The mould for
an ‘inch
wide, miles
deep’
consultant
 Know where the talent is
 Candidate centric model
 Use content to attract candidates
 Highly effective use of social media
 Have global reach
 Possibility of margin growth
 Consultants are true consultants

7.  Often in the contingent labour market
 Low margins / high volumes
The mould for
a ‘low cost
operator’
consultant
 Compete on compliance – process heavy
 Excellent at winning tenders / PSL
 Use economy of scale to create value
 Growth via acquisition
 May often go through intermediaries
 Consultants are operators

8.  Branch model with regional focus
 Generalists – temps and perm
The mould for
a ‘traditional
plus’
consultant
 Full service model
 Often do commercial / office/ industrial
+ Focus on SME’s – lots of eggs in lots of baskets
+ Relentless focus at avoiding intermediaries / PSL
+ Defend margins – via relationships
+ Consolidate on to one site
+ Offer clients onsite offering

9.  Relationship oriented
The essentials
of todays
modern
recruiter
 Long term view –
take time to get to know client
 Responsive, available
 Anticipate issues and
offer solutions
 Not cheap but takes long
term commercial view
It’s all
about
Trust!

10. The essentials
of todays
modern
recruiter (Part
II)
 Market knowledge
 Aware of Industry/sector issues
and impact on talent
 Knowledge of key players
and who is up and coming
 Up to date with trends in talent,
compensation and new
processes/business models.
Become
respected

11. Mobile
Recruitment
and the
future..

12. The New Age
.

13. 88% of UK Job Seekers
have used a mobile
device to search for jobs
in the last year
Google Consumer
Survey 2013
 “If you have a social strategy you need a mobile strategy”
So what’s the
deal with
mobile?
 LinkedIn mobile traffic has increased by 30% since 2011
 1/3 of job views are from a mobile device
 The big advantage is privacy, removing the awkwardness of
fielding calls from recruiters at work

14.  SMS system-Job alerts, arranging interviews, next payroll date
 Instant Messaging? (Grew 203% in 2013)
Where would I
start with
mobile?
 Re-design job alerts for mobile devices
 Share content that is image heavy
 Make applying on LinkedIn easy
 Ensure ‘Social Sharing’ is an easy process with your content

15. 13M+
BELGIUM
5M+
2M+
FRANCE
SPAIN
TURKEY
6M+
1M+
1M+
ITALY
CANADA
1M+
NETHERLANDS
7M+
9M+
4M+
UNITED KINGDOM
SWEDEN
DENMARK
93M+
Social Media
and Job Search
UNITED STATES OF
AMERICA
1M+
16M+
24M+
1M+
UNITED ARAB EMIRATES
2M+
INDONESIA
PHILIPPINES
1M+
MALAYSIA
INDIA
2M+
1M+
SAUDI ARABIA
SINGAPORE
BRAZIL
5M+
AUSTRALIA
3M+
277M+
1M+
SOUTH AFRICA
NEW ZEALAND
Members
worldwide
+2
New members per second

16.  Twitter is currently growing faster than LinkedIn
 Engagement increases for ‘Tweets’ under 100
characters, essentially keep any posts or briefs “short and sweet”
Getting the
most out of
social
 70% Job adverts are read on a mobile device- make sure there isn’t
a plethora of text and definitely have a clear cut call to action
 Post jobs regularly in groups on LinkedIn
 Make sure all your job postings on social media have a LINK, but
then again don’t cram all the text in , there is an 86% increase in
interest with links
 Asking for shares on your posts can lead to 23x more engagement
 Specific #Hashtags help: use niches, instead of saying #Job, put
something like #DigitalManagerManc or #FMCG

17. Adam’s reports
 We’ve recently started releasing data driven reports which give
insights into various modern trends, click on the links below to
take a look
Social Media &
The Law
Digital Jobs: Manchester vs
London
Employee Engagement