Why a Recruitment Agency in the Midlands Should Optimise for Mobile.

The number of mobile phone subscriptions is set to be greater than the world's population by 2015. In addition, smartphones will quickly become more popular than traditional mobile phones. However, fewer than 10 per cent of company career pages are suitable for viewing on a remote device.  

Careers network Beyond.com claims that just eight per cent of people consider application processes to be painless. Those organisations already benefitting from making the move to become mobile-enabled look set for a bright future. Companies that lag behind the mobile revolution are certain to lose out on the top candidates, especially with the technology-savvy Millennials providing the talent for future recruitment. The smartphones and tablets have become so fully integrated into society that it is rare for individuals not to have a device.

For a  Midland recruitment agency serious about entering the mobile arena, there is much to consider. It's not just about designing a website with additional functionality to accommodate mobile viewing. They must also think carefully about differences in the way information is delivered and digested. Calls to action, concentration, marketing styles and the depth of information provided will all need to be different when catering for on-the-go job-seekers.

The way job-seekers communicate with hiring teams also needs to be adapted. Writing covering letters and attaching CVs to documents can be difficult tasks to perform with a mobile device. Supplying links to accounts such as LinkedIn could prove more convenient and may provide potential employers with a more rounded view of candidates. In addition, given the propensity for considerably reduced attention spans from those using a mobile device, a recruitment agency in London must be ready to supply much more succinct job descriptions to attract potential candidates.

What Can a Recruitment Agency Learn from Flex Appeal

The Recruitment and Employment Confederation (REC) have published a new report called ‘Flex appeal: Why freelancers, contractors and agency workers choose to work this way’. Insights include the fact that 36 per cent of people in the UK have at some time worked as an agent worker, contractor or freelancer. What's more, 41 per cent see themselves doing so at some point further down the line.  

YouGov also conducted a survey. Of the 4234 participants, 11 per cent had freelanced, 10 per cent had at some point worked as a contractor and 24 per cent had been an agency worker on a temporary basis.

The report also addressed potential earning in relation to career path. Of those who are responsible for hiring within their current organisation, 36 per cent have at one time been an agency worker. Similarly, about 22 per cent of those on salaries of more than £50,000 have worked in an agency. This figure rises to 40 per cent for those earning £30,000 or above.

There are a number of reasons why people might choose to work as a contractor or freelancer. According to Kevin Green, chief executive of REC, one of the major factors is the flexibility it offers. This kind of work is very appealing to parents, those considering retirement or reducing their hours and young people. This seems especially the case for the 'Millennial' generation, who appear to prioritise a more equal work-life balance over salary and other financial benefits.

Green also points out the common misconception that temporary work by its very nature is more problematic. While it is sometimes considered a second-rate option, those who have made the choice to work like this actually value the many benefits, such as having the flexibility to work around family and a greater earning potential. Temporary work is also a fantastic way to learn new skills and to gain experience in specific areas.

One problem that has been identified for employment as a whole, and not just the HR recruitment industry, is that the government must make life easier for temporary, contracted and freelance workers by simplifying the tax system. As it stands, there is a risk that workers will be tripped up by some of the complex guidelines currently in place. In addition, banks and credit reference agencies need to be more accepting of temporary workers and their ability to manage their finances. Currently, those on temporary contracts are often disadvantaged when applying for a personal loan or a mortgage.

What's more, employers often don't include temporary workers as part of the team. As such, they can often miss out on benefits afforded to those in permanent positions. The REC agree that it is time for recruitment agency managers and employers to turn this around by providing improved communication and increased access to training, pensions and other benefits.

Job Market Insight for Recruitment Agencies

A report published in 2013 by the Chartered Institute of Personnel Development (CIPD), using information from the Office of National Statistics (ONS), may provide some insight. It was called Megatrends: Has Job Turnover Slowed Down? The report revealed that the length of time employees in the UK are spending in each job may be increasing. The report compared figures from 2001, when average tenure for females was 6.8 years and males about 8.5 years, to 2011, when on average females stayed in the same job for 7.9 years and males more than 9 years.  

The report also noted that the number of resignations has also fallen significantly. In 1998 approximately 3.1 % of those in employment left their jobs voluntarily, a figure that had dropped to 1.4% by 2011, with a slight rise to 1.6% in 2012.

Despite these trends, according to 2011 data, the UK still has one of the shortest average job tenures in Europe, behind only Denmark. It seems marketing recruitment agencies have a long way to go before they need to worry.

Why Is Average Job Turnover Decreasing?

There are a number of possible explanations, but the CIPD points to the financial crash and the resulting worries employees are experiencing regarding their ability to easily secure another job.

Research carried out by XpertHR found that resignation within the public sector typically stands at a rate about 3% lower than that of the private sector. Public-sector employment saw a slight increase during the recession — a factor which in theory could cause rates to drop further. However, after the coalition government came to power, public-sector jobs have decreased in number — possibly the reason behind the 0.2% increase in voluntary resignations in 2012.

Rates of voluntary redundancy may also have been driven down by employment legislation changes. These have made achieving the balance between family and work easier. The changes, including increased paternity and maternity leave and a rise in the National Minimum Wage, appear to have reduced the number of employees in low-paid roles who move from job to job.

The recession has had a particularly strong impact on the rates of job turnover in the last few years. In addition, wider conditions within the market, as well as job security and job satisfaction, have affected it also.

New Challenges for Digital Marketing Recruitment in the West Midlands

Multichannel marketing is the art of customer interaction through a mixture of direct and indirect channels of communication, such as email, direct mail, websites and mobile. The aim is for consumers to take action - to buy a product or service - by responding via their preferred channel. Put simply, multichannel marketing is about giving customers choice. As those in sales recruitment will know, Digital marketing recruitment is important in today's business world, where customers are everywhere and multichannel users spend up to four times more than single-channel users. In terms of sourcing information, there is now more choice for customers than ever. This puts them in a strong position, giving them considerably more control than marketers over the buying process. Embracing a multichannel marketing method is not only a desirable step for organisations, it is essential for continued success.

Those in digital marketing recruitment in the West Midlands must identify candidates who can provide the following.

Targeted Messaging

No matter what channel is used, it is not sufficient to target the right audience with the right message. The message must be personalised to the extent that the recipient is compelled to act. It must be interesting enough to get their attention and engage them.

Response Attribution

Employees must be able to determine which campaigns, channels, and touch point sequences triggered a response (and thus were successful). Given the sheer number of channels, this can prove difficult, even with up-to-the-minute technology and applications to help with collection and interpretation of information.

Choreographed Campaigns

Customers are typically resistant to change. Therefore it is unlikely that they will happily migrate from one preferred channel or device to another. Marketers must create micro-campaigns which not only span channels, but are also communicated in a timely and meaningful way.

Trends in HR Recruitment in Birmingham and Other Parts of the UK

The recruitment industry is seeing an even greater degree of specialisation. Agencies are restructuring and offering support to specific sectors, such as IT or Human Resources (HR). They are developing a lot of knowledge about one particular industry, as opposed to having a little knowledge of many.  

In terms of HR Recruitment , there is more focus on staff development and training, and as a result, more specialist opportunities for human resources recruitment in Birmingham. A survey carried out by the Chartered Institute of Personnel Development (CIPD) revealed that following the economic uncertainty of the last few years, training budgets are once again on the rise.

The ever-changing nature of employment legislation has also prompted an increase in the number of professionals within HR who specialise in certain areas, including employment law, employee relations and benefits and compensation.

Outsourcing

Market trends typically shape opportunities for employment and, of course HR Recruitment. As the markets continue to recover, outsourcing recruitment to agencies is increasing in popularity. Organisations are recognising the many benefits of outsourcing their recruitment, as well as the more involved HR tasks. One outcome of this appears to be the rise in agency-based HR opportunities, while the numbers of in-house positions are falling.

Technology

It goes without saying that the introduction of new technology is the catalyst for some of the biggest changes in recruitment over the last two decades. HR departments are now able to spend less time focussing on the administrative aspects of the company and more on core HR and strategy processes.

The introduction of new technologies, and the accompanying research, has proved especially beneficial to the Midland recruitment industry. With new applications being developed almost daily, this trend is likely to continue. Consumer technologies, including video clips, blogs, video CVs and podcasting, are all increasing in popularity and have led to a rise in the level of technical skills required for certain positions.

Challenges of the International Arena

In order to remain competitive, UK companies are having to branch out into the global arena. HR departments now face new challenges managing people on an international level. HR professionals increasingly need to demonstrate skills such as cultural awareness and additional languages.

Changes in Demographic

Until fairly recently, Human Resource management was an industry dominated by women. While there are still many more women than men in HR roles, the numbers are beginning to change. As with many other industries, however, men still tend to occupy more senior positions.

Within the recruitment industry itself, the gender split is a little more equal. However, according to the Recruitment and Employment Confederation (REC), female recruiters are paid on average about 30% less than their male colleagues.

Recruitment is a fast-paced environment, driven by targets and supported by ever-changing advances in technologies. As a result, almost half of those working in the industry are under thirty.

How Recruitment Agencies in the West Midlands Can Eliminate Dishonest Candidates

It is common for candidates to exaggerate slightly on their CVs. However, it is one thing to place more emphasis upon previous experience than perhaps they should, but something else entirely for a candidate to lie outright. Falsified qualifications or an over-embellished CV can lead to employers making the wrong choices when it comes to hiring, which has the power to affect company performance. Recruitment agencies in the West Midlands are able to assist with HR recruitment by weeding out candidates who have not been entirely truthful, reducing the risks of poor decisions. These agencies will carry out extensive background checks, with some designed specifically to highlight dishonest applications.

Background checks are important for all types of business, but perhaps especially so for smaller businesses, where candidates often make the assumption that such measures will not be undertaken due to limitations on time and resources. Outsourcing recruitment to an outside agency is one way of avoiding issues of this nature.

Employers and recruitment agencies in the West Midlands and elsewhere may encounter the following tactics from potential candidates.

Exaggerated or Incorrect Dates of Previous Placements

A candidate doing this may be attempting to cover up gaps in employment. This could be an error, but may also indicate an issue.

False Qualifications

Occasionally, a candidate will lie about earning a degree or exaggerate the grade achieved. Other examples include forged diplomas and degrees purchased online.

Exaggerating Previous Job Title and Salary

Candidates typically do this to secure higher pay and more responsibility. Contacting previous employers to verify this important information is recommended.

Non-Disclosure of a Criminal Record

Maintaining a low-risk work environment that is safe for employees is imperative. It is for this reason that companies often insist on carrying out background and CRB checks.

Concealing a Drug Habit or Alcoholism

Candidates who are hiding a drug habit or alcohol problem will sometimes go to considerable lengths to avoid being caught. Employers need to be aware of this and develop more sophisticated ways of identifying where there is a problem.

Following the economic crisis and the current period of recovery, it goes without saying that given the potential harm, businesses need to take extra care when taking on new employees. Vetting candidates carefully to ensure they are being honest and that they really are right for the role in question is essential.