Staffing, Search Firms Turn Cautious, Citing Skills Shortage, Economy as Issues
Coming off a strong 2013, recruiting and staffing firms are turning more cautious this year, scaling back both their plans to add staff and open new branches. 2013 was by almost all accounts a very good year for the staffing and recruiting industry, says a report out this week from Bullhorn, a technology provider that serves the staffing and independent recruiting sectors. Revenue and placements increased last year the company notes in its fourth annual North American Staffing and Recruiting Trends Report. However, cautions Bullhorn, There are signs of a slowdown for 2014. As evidence it cites: a seven point drop in the percentage (75 percent now) of firms expecting to increase headcount this year, and a more than 50 percent drop in the percentage of firms planning to open new offices (23 percent now vs. 48 percent last year). Like their corporate counterparts, the 1,337 recruiters taking part in Bullhorn s survey said the number one obstacle to success this year is the lack of qualified candidates. Close behind were economic conditions and competition. However, this year, 71 percent of respondents cited the skills shortage, down from last year when that percentage was 76. In that same vein, 50 percent of the recruiters said time to fill improved last year; only
13 percent said it worsened. Skills shortage Bullhorn 2013 reportHow that question is answered depends, of course, on what the sectors for which a recruiter sources and places candidates. And it depends on whether the position is temp, contract ,or perm. For example, 84 percent of the respondents said there s a skills shortage in the transportation sector, yet the average fill time, even for permanent positions, is
12 days, the fastest of all the sectors. Bullhorn called the skills rankings somewhat peculiar, observing that Technology which in previous years had a critical shortage of qualified talent is running in the middle of the pack this year. Besides transportation, which came out on top, more recruiters said the shills shortages in pharma/biotech, utilities, entertainment, energy/chemical and industrial all were worse than for tech. Filling job orders can be as quick as just a few hours for temp workers in restuarnats and hospitality and in construction, or as long as 39 days for permanent healthcare positions. On average it takes eight days to fill temp positions, but as many as 68 days for recruiters working on contingency. Even then, their average fill rate was only 39 percent. At 66 percent, retained search recruiters had the highest fill rate. When a permanent position is filled, the average fee is $16,602. One troubling result that employers who turn to staffing and search firms for help should note: nearly half the larger firms those with
26 to 74 employees get 70 percent or more of their revenue from a single client. Among all firms,
22 percent of respondents said half or more of their revenue comes from only one client. Time to fill temp - bullhornYet, when Bullhorn asked them what would happen if that one client were lost, only 6 percent said they d go out of business. Says the report: While several respondents at small, lower-midsize, and large firms felt at risk of shutting down if they lost their largest client, no respondents from upper-midsize firms (26-74 employees) felt vulnerable. Upper-midsize firms are most reliant on a single client, but are the least afraid of going under if they lose that client. On the positive side, Bullhorn found that 72 percent of respondents make at least half their revenue from repeat client business. That, notes the technology vendor, demonstrates the value of nurturing strong customer relationships and delivering sustainable results. Candidate sourcing methods have evolved substantially since Bullhorn s first survey in 2011. While job board postings are still important and show resilience even as recruiters publicly scoff at the industry, social media is growing in importance, especially for permanent placements. Bullhorn writes in this 2013 report, Social media was the most successful source of quality candidates for permanent staffing firms a major evolution since our 2011 Trends Report found social media to be the least successful sourcing method. Contract and temp firms, because of their quick response time to job orders, rank social media much less favorably. They lean strongly to referrals and job boards for candidate sourcing. One other interesting point. Bullhorn asked respondents to write in what they believe to be the single greatest quality of a successful recruiter. By a landslide, that trait is persistence. 管理新知 您可能感兴趣的文章 Can You Help Me Answer These Recruiting Questions? 2013-01-24 Have You Got Low Career Libido? Here Are 3 Simple Remedies 2014-06-09 员工上班炒股怎么办？
2015-07-06 最近文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 因利益冲突，Facebook COO和Twitter CEO退出迪士尼董事会 2018年01月15日 沪调整城乡居民养老保险有关标准 24日前可就近办理 2018年01月13日 热门文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 2017年度职场出差行程调查，出差最多的居然是他们！！
2018年01月12日 员工在自己QQ空间评论HR经理吃屎，可辞退他吗？
2018年01月11日 扫一扫 加微信【已隐去】 关于沙龙 顾问委员 广告推广 隐私安全 联系我们 申请vip会员 支付方式 市场合作或广告投放 电话：【电话已隐去】 邮件：【邮箱已隐去】 在线QQ【已隐去】 VIP会员 企业VIP会员 机构VIP会员 广告刊例 商务合作 Follow HRSalon