New year, new for recruitment
20 January 2015
What lies ahead for the world of recruitment in 2015? Recruiter asked agency and in-house recruiters to share their expectations and forecasts for the coming year. Here’s what they had to say...
Mon, 26 Jan 2015
What lies ahead for the world of recruitment in 2015? Recruiter asked agency and in-house recruiters to share their expectations and forecasts for the coming year. Here’s what they had to say...
Rob Allen, manager, talent acquisition — EMEA (Europe, Middle East & Africa] delivery, Red Hat: “I have been impressed with how fast this industry [recruitment] is progressing, and I truly believe that the theme of progression will remain for 2015. We should all feel a responsibility to network, learn and share next year, and continue to propel the world of recruiting.”
Jason Atkinson, managing director, Russam GMS: “We are planning for 20% of our placements to be overseas work by end of 2015.”
Kevin Barrow, partner, law firm Osborne Clarke: “We think 2015-16 will see major changes in the way contract workers are supplied in the UK. Hirers may in time insist that the UK contingent workforce will mainly move into the binary model of leased employees and genuinely self-employed contractors which is increasingly the norm elsewhere in the world.”
Theo Camurca, director of people, Burger King EMEA: “In addition to our leadership development programme, the new graduate and MBA talent acquisition & development programmes will represent the main pipelines for recruitment at Burger King EMEA. These programmes will search for candidates with an entrepreneurial mindset that align strategically with the company’s values.”
Brian Dean, chief people officer, Anchura Group: “A new skills shortage will emerge in 2015. An increase in demand for specialist skills — both new and ones we haven’t seen before — and supply cannot meet demand. Whether it be compliance and regulatory skills in banking or technical surveying in construction, the demand will become far more focused and intensify around certain specialist skill sets. It will be a talent-driven market for these skills which will see companies having to pay a premium for these skillsets.”
Kieran Delaney, director, ASG: “Being a largely ‘permanent’ marketing recruitment business, we will be focusing our attention on our newly-formed and already successful IT contract division.”
Umit Erdem, business development director, Civitas HR: “We feel 2015 will be a competitive year for recruitment here in Turkey. As of now, there are expected to be 500,000 open positions all around the country, so sourcing is the number one issue for all of us. We also believe that RPO will be considered the most strategic category of business service than ever before.”
Julia Harvie-Liddle, group head of resourcing, BP: “We expect to see four key themes. Firstly, a global approach to talent management is crucial — we’re an international company and our workforce needs to reflect the countries in which we operate. Additionally, we will continue to focus on graduate talent and build for the future whilst focusing on highly skilled and hard-to-fill roles. Improving our workforce diversity alongside our long-term objectives will also be critical to us.”
Isabelle Hung, senior director, talent acquisition EMEA, ADP: “2015 holds a year of opportunity. The economy is in recovery mode, with an increase of new talent acquisition roles across the industry. Employer brand and engagement will be key, and with budgets back in play, we will see creativity start to evolve. We will relearn sourcing, adapting to the new connected world, and recruiters must become business partners to survive.”
Tara Lescott, director, Recruiter Republic: “This is most definitely the year that will see recruiters and employers manage the resignation process and counter-offers more effectively. With so much churn in the market, employers will need to build far more robust retention programmes than in prior years.”
Jeanne MacDonald, president, Global Talent Acquisition Solutions, Futurestep: “2015 will see many global organisations operating with a global v multi-country strategy. Leaders will be implementing shared services structures allowing them to select and leverage one RPO provider when they move to talent outsourcing in a more effective way. Looking ahead, businesses must be sure not to adopt a ‘one size fits all’ model, being conscious of the maturity and priorities of different markets, as well as specific cultural nuances to attract desired skill sets.”
Martin McCrum, director, Aspirare: “Our aim for 2015 is to double our contractor base and build all divisions in-depth, and look at opening an additional office in 2016.”
Chris Marsh, director — group resourcing, Atkins: “2015 will be the year we finally start to benefit from the economic recovery. Low oil prices will keep inflation down which will enable salary growth to outstrip inflation. It will also benefit business giving more room for investment, including increasing staff numbers.”
Gillian Ong, head of talent acquisition — technology, Pearson: “Talented people who have been waiting for the right thing to come along will find it. Mobile will be the recruiting platform of choice. There still won’t be enough female technologists to go around.”
Richard Owen-Hughes, group marketing director: “Our theme in January 2015 is ‘Proud to be Driver Hire’. Identifying the best ways to fulfil the strong demand for top quality candidates will certainly be a big part of our…agenda.”
Denis Pennel, managing director, Ciett: “2015 presents a year of opportunity as economies around the world start to grow again and look to boost employment levels. Work mobility and migration are crucial to delivering this in today’s economy. Ciett fully supports initiatives by the ILO and the IOM to foster fair international recruitment practices as well as the EU mobility package.”
Dona Roche-Tarry, managing partner, European board services, CTPartners: “I expect the debate around executive pay to continue. Organisations will need to address a global compensation structure as opposed to national or country-specific structures. Big data will be the other defining issue of 2015.”
Anthony Sherick, MD, Technojobs: “Employer branding is often strongly underestimated, especially at small to mid-sized businesses. We will be making sure we have a consistent and positive message via our website, our social media and recruitment communications.”
Raj Tulsiani, CEO, Green Park Interim & Executive Search: “On the first working day of 2015, I asked myself how can we make ourselves as relevant as possible — so that the value we offer clients is more than just transactional. You have to become ‘sector geeks’ to stay ahead of the information curve, to gain client trust and show them that you really do understand their issues.”
Chris Underwood, MD, Adastrum Consulting: “We’ll be urging our clients to keep two main issues at the top of their agendas — digital innovation and gender diversity.”
Hugh Woods Ballard, MD, Day Webster: “In 2015, we will grow our nursing recruitment services outside London and expand our services to introduce doctors and non-medical/non-clinical staff recruitment services.”
Rob Allen, manager, talent acquisition — EMEA (Europe, Middle East & Africa] delivery, Red Hat: “I have been impressed with how fast this industry [recruitment] is progressing, and I truly believe that the theme of progression will remain for 2015. We should all feel a responsibility to network, learn and share next year, and continue to propel the world of recruiting.”
Jason Atkinson, managing director, Russam GMS: “We are planning for 20% of our placements to be overseas work by end of 2015.”
Kevin Barrow, partner, law firm Osborne Clarke: “We think 2015-16 will see major changes in the way contract workers are supplied in the UK. Hirers may in time insist that the UK contingent workforce will mainly move into the binary model of leased employees and genuinely self-employed contractors which is increasingly the norm elsewhere in the world.”
Theo Camurca, director of people, Burger King EMEA: “In addition to our leadership development programme, the new graduate and MBA talent acquisition & development programmes will represent the main pipelines for recruitment at Burger King EMEA. These programmes will search for candidates with an entrepreneurial mindset that align strategically with the company’s values.”
Brian Dean, chief people officer, Anchura Group: “A new skills shortage will emerge in 2015. An increase in demand for specialist skills — both new and ones we haven’t seen before — and supply cannot meet demand. Whether it be compliance and regulatory skills in banking or technical surveying in construction, the demand will become far more focused and intensify around certain specialist skill sets. It will be a talent-driven market for these skills which will see companies having to pay a premium for these skillsets.”
Kieran Delaney, director, ASG: “Being a largely ‘permanent’ marketing recruitment business, we will be focusing our attention on our newly-formed and already successful IT contract division.”
Umit Erdem, business development director, Civitas HR: “We feel 2015 will be a competitive year for recruitment here in Turkey. As of now, there are expected to be 500,000 open positions all around the country, so sourcing is the number one issue for all of us. We also believe that RPO will be considered the most strategic category of business service than ever before.”
Julia Harvie-Liddle, group head of resourcing, BP: “We expect to see four key themes. Firstly, a global approach to talent management is crucial — we’re an international company and our workforce needs to reflect the countries in which we operate. Additionally, we will continue to focus on graduate talent and build for the future whilst focusing on highly skilled and hard-to-fill roles. Improving our workforce diversity alongside our long-term objectives will also be critical to us.”
Isabelle Hung, senior director, talent acquisition EMEA, ADP: “2015 holds a year of opportunity. The economy is in recovery mode, with an increase of new talent acquisition roles across the industry. Employer brand and engagement will be key, and with budgets back in play, we will see creativity start to evolve. We will relearn sourcing, adapting to the new connected world, and recruiters must become business partners to survive.”
Tara Lescott, director, Recruiter Republic: “This is most definitely the year that will see recruiters and employers manage the resignation process and counter-offers more effectively. With so much churn in the market, employers will need to build far more robust retention programmes than in prior years.”
Jeanne MacDonald, president, Global Talent Acquisition Solutions, Futurestep: “2015 will see many global organisations operating with a global v multi-country strategy. Leaders will be implementing shared services structures allowing them to select and leverage one RPO provider when they move to talent outsourcing in a more effective way. Looking ahead, businesses must be sure not to adopt a ‘one size fits all’ model, being conscious of the maturity and priorities of different markets, as well as specific cultural nuances to attract desired skill sets.”
Martin McCrum, director, Aspirare: “Our aim for 2015 is to double our contractor base and build all divisions in-depth, and look at opening an additional office in 2016.”
Chris Marsh, director — group resourcing, Atkins: “2015 will be the year we finally start to benefit from the economic recovery. Low oil prices will keep inflation down which will enable salary growth to outstrip inflation. It will also benefit business giving more room for investment, including increasing staff numbers.”
Gillian Ong, head of talent acquisition — technology, Pearson: “Talented people who have been waiting for the right thing to come along will find it. Mobile will be the recruiting platform of choice. There still won’t be enough female technologists to go around.”
Richard Owen-Hughes, group marketing director: “Our theme in January 2015 is ‘Proud to be Driver Hire’. Identifying the best ways to fulfil the strong demand for top quality candidates will certainly be a big part of our…agenda.”
Denis Pennel, managing director, Ciett: “2015 presents a year of opportunity as economies around the world start to grow again and look to boost employment levels. Work mobility and migration are crucial to delivering this in today’s economy. Ciett fully supports initiatives by the ILO and the IOM to foster fair international recruitment practices as well as the EU mobility package.”
Dona Roche-Tarry, managing partner, European board services, CTPartners: “I expect the debate around executive pay to continue. Organisations will need to address a global compensation structure as opposed to national or country-specific structures. Big data will be the other defining issue of 2015.”
Anthony Sherick, MD, Technojobs: “Employer branding is often strongly underestimated, especially at small to mid-sized businesses. We will be making sure we have a consistent and positive message via our website, our social media and recruitment communications.”
Raj Tulsiani, CEO, Green Park Interim & Executive Search: “On the first working day of 2015, I asked myself how can we make ourselves as relevant as possible — so that the value we offer clients is more than just transactional. You have to become ‘sector geeks’ to stay ahead of the information curve, to gain client trust and show them that you really do understand their issues.”
Chris Underwood, MD, Adastrum Consulting: “We’ll be urging our clients to keep two main issues at the top of their agendas — digital innovation and gender diversity.”
Hugh Woods Ballard, MD, Day Webster: “In 2015, we will grow our nursing recruitment services outside London and expand our services to introduce doctors and non-medical/non-clinical staff recruitment services.”
