War for talent increases threefold as labour turnover slows down

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CIPD/Hays annual Resourcing and Talent Planning survey finds top talent staying put, creating challenges for employers with vacancies to fill

The proportion of employers reporting an increase in competition for well-qualified talent has risen threefold from 20 per cent in 2009 to 62 per cent in 2013. That’s according to the CIPD/Hays Resourcing and Talent Planning Survey 2013, launched today at the CIPD’s annual Recruitment conference in London.

The annual survey, which examines resourcing and talent planning strategies across private, public and voluntary sector organisations, found that six in ten organisations had experienced difficulties filling vacancies in the past year. Managerial and professional vacancies are the hardest ones to fill (52 per cent of organisations reported difficulties), followed by technical specialists, particularly in the manufacturing and production sector (46% of organisations overall reported difficulties in this area, compared with 57 per cent in the manufacturing and production sector).

The survey shows that the rate of labour turnover has declined steadily since the start of the financial crisis in 2008, and one in six organisations reported that an absence of applicants has contributed to recruitment difficulties.

Ksenia Zheltoukhova, research associate at the CIPD, comments: “Although our Labour Market Outlook survey found that the low-skilled jobs market is a battle ground for job seekers, with more than 40 applicants per vacancy, our annual resourcing survey shows that employers still struggle to find talent that is well qualified. Low rates of labour turnover suggest that some workers at the top end of the labour market are staying put in their jobs in these economically uncertain times, meaning employers have to work harder than ever to find the right talent to fill vacancies.

“As well as building a strong employer brand and thinking creatively about attraction and recruitment strategies in order to attract passive job seekers, employers will have to widen the pools from which they recruit and develop talent, as well as creating new and varied career paths driven by a culture of lifelong learning. For example, employers are increasingly appointing less qualified candidates and building their capacity to develop skills internally. Inclusive recruitment practices are also an investment in future skills retention, crucial as the war for talent intensifies.”

Barney Ely, Director at Hays Human Resources, said: “We are starting to see confidence slowly returning to the jobs market with interesting and challenging opportunities available for those highly skilled professionals who are looking to make their next move. However, these workers are still being cautious when considering a new role so employers are facing a competitive market when trying to attract people to fill skills gaps. They should step up to this challenge by retaining and training their existing workforce with career development and progression initiatives, and by looking at broader talent pools to ensure they have the skill set to drive business growth.”    

The survey finds that most common approaches for addressing recruitment difficulties were to up-skill existing employees for hard to recruit for positions and to recruit candidates from a different sector. Corporate websites and recruitment agencies are considered to be the most effective techniques to attract new talent. The survey also showed a marked increase in the use of social media, particularly professional networks such as LinkedIn, to attract candidates. However, while more than half of organisations report that they make use of social media in resourcing, just two fifths have a dedicated strategy and only a similar proportion has someone on their team that has been trained in how to use social media effectively. Ksenia Zheltoukhova comments: “These technologies and networks are not new anymore, and employers who are not making effective use of them are placing themselves at a significant disadvantage in today’s competitive jobs market.”

For further findings, download the research report from http://www.cipd.co.uk/hr-resources/survey-reports/resourcing-talent-planning-2013.aspx.


Notes to Editors

  •     Ksenia Zheltoukhova, research associate at the CIPD, and Barney Ely at Hays are available for interview. They will be presenting the survey findings at a Recruitment Exhibition showcase at Olympia on 19 and 20 June.
  •     All links in this press release will go live at 00.01 hours on Wednesday 19 June 2013. If you wish to reproduce this press release in full on your website, please link back to the original source: http://www.cipd.co.uk/pressoffice/press-releases/war-talent-increases-threefold-labour-turnover-slows-down-190613.aspx
  •     Press can request an embargoed copy of the report by emailing press(at)cipd(dot)co(dot)uk and it will be available to download from http://www.cipd.co.uk/hr-resources/survey-reports/resourcing-talent-planning-2013.aspx from 00.01 hrs on 19 June 2014
  •     This is the seventeenth annual CIPD Resourcing and Talent Planning survey. The survey examines organisations’ resourcing and talent planning strategies and practices and the key challenges and issues they face. The survey consists of 37 questions completed through an online questionnaire. It was conducted in March and April 2013 amongst 462 UK-based HR professionals in the public, private and not-for-profit sectors.
  •     The CIPD is the professional body for HR and people development. It has over 130,000 members internationally working in HR, learning and development, people management and consulting across private businesses and organisations in the public and voluntary sectors. As an independent and not for profit organisation, the CIPD is committed to championing better work and working lives for the benefit of individuals, business, the economy and wider society - because good work and all it entails is good for business and society at large, and what is good for business should also be good for people’s working lives. The CIPD brings together extensive research and thought leadership, practical advice and guidance, professional development and rigorous professional standards to drive better capabilities and understanding in how organisations of all kinds operate and perform, and in how they manage and develop their people. A Royal Charter enables the CIPD to confer individual chartered status on members who meet the required standards of knowledge, practice and behaviours.
  •     Hays plc (the "Group") is a leading global professional recruiting group. The Group is the expert at recruiting qualified, professional and skilled people worldwide, being the market leader in the UK and Asia Pacific and one of the market leaders in Continental Europe and Latin America. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. As at 31 December 2012 the Group employed 7,810 staff operating from 240 offices in 33 countries across 20 specialisms. For the year ended 30 June 2012:

o    the Group reported net fees of £734 million and operating profit (pre-exceptional items) of £128 million;
o    the Group placed around 55,000 candidates into permanent jobs and around 182,000 people into temporary assignments;
o    33% of Group net fees were generated in Asia Pacific, 36% in Continental Europe & RoW (CERoW) and 31% in the United Kingdom & Ireland;
o    the temporary placement business represented 56% of net fees and the permanent placement business represented 44% of net fees;
o    Hays operates in the following countries: Australia, Austria, Belgium, Brazil, Canada, Colombia, Chile, China, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the UK and the USA

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