Rethink supporting
the Good Recruitment
Campaign
15th October 2014
0
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, CEO
www.rec.uk.com/Goodrecruitment
Agenda
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?
www.rec.uk.com/Goodrecruitment
core issues
www.rec.uk.com/Goodrecruitment
The debate on flexible work
Kept unemployment down during the downturn
Helps businesses attract talent while keeping
overheads down
Helps employers deal with demand fluctuations;
growth of a 24/7 culture
Creates choice for people - work/life balance
Flexible work is currently a political football
www.rec.uk.com/Goodrecruitment
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)
www.rec.uk.com/Goodrecruitment
Youth employment
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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
www.rec.uk.com/Goodrecruitment
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
www.rec.uk.com/Goodrecruitment
www.rec.uk.com/Goodrecruitment
The Charter & Guidance
www.rec.uk.com/Goodrecruitment
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
www.rec.uk.com/Goodrecruitment
Three current audiences
www.rec.uk.com/Goodrecruitment
The Good Recruitment Campaign: Benefits
to employers who sign up
Align 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 performance
Learn from peers and academics about trends and new
approaches to recruitment and resourcing
Improve the provision of recruitment services and
supply chain management
Opportunity to attend networking meetings
www.rec.uk.com/Goodrecruitment
Business Bodies/Supporters of the campaign
www.rec.uk.com/Goodrecruitment
Employers already signed up to the charter
www.rec.uk.com/Goodrecruitment
www.rec.uk.com/Goodrecruitment
www.rec.uk.com/Goodrecruitment
Next Steps
Website – more material being added each month
Work with business bodies - promote to their members
Provide tools for recruiters to promote to clients
Raise awareness via HR/Recruitment press & social media
Commission research into recruitment supply chain
Growth in community activity
Employers’ Advisory Panel to define areas of future work
www.rec.uk.com/Goodrecruitment
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-house
Implications for recruiters and their strategy
Definition 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
www.rec.uk.com/Goodrecruitment
Action
Sign-up today!
www.rec.uk.com/Goodrecruitment
Thank you
www.rec.uk.com/Goodrecruitment
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
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Across 14 countries
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With 27 sites in the UK
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We have over 200 years of history
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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
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Majority of offers being turned down
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Significant impact on the business
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Reviewed problem
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Workshops and recruitment training
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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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