Recruitment Matters February 2014

Recruitment Matters Issue 22 February 2014

Trade Association of the Year

What’s inside The Intelligence 2 -3 and REC Talk

Theresa May visits the REC to discuss worker exploitation

Spotting green shoots It is estimated that nearly 30 million people around the world are trapped in modern slavery.

Recruiters can often help prevent and spot this type of exploitation, as we explore in this issue of Recruitment Matters on pages 4-5. In October, the Home Secretary Theresa May spoke at the Recruitment & Employment Confederation (REC) about her department’s work to crack down on worker exploitation. After the meeting, the REC’s chief executive Kevin Green said: “The REC has a strong relationship with the Gangmasters Licensing Authority (GLA) and the Home Office, and a shared commitment to eradicating worker exploitation from labour supply chains.

We strongly support Theresa May’s plan for an modern slavery bill to address the infiltration of the UK’s labour market by criminal gangs and human traffickers.”

One example of an industry in which worker exploitation is common is flower picking. The GLA is calling on agencies that provide flower pickers in Cornwall, as well as the growers themselves, to join them in helping to stamp out worker exploitation through the current season. Problems have been experienced in past years when daffodil picking gets underway in the county, says the GLA, with migrant workers arriving to find their working and living

conditions in the UK do not match what was described.

GLA chief executive Paul Broadbent said: “With a large influx of migrant workers to any area over a relatively short period of time, opportunities exist to exploit these vulnerable people who have little or no command of English. “The majority of operators adhere to the necessary regulations in place to protect workers, but there are some unscrupulous businesses who, driven by profit, may underpay or mistreat their workers – cutting corners to make money.

“From our perspective, the messages are simple – labour agencies supplying workers for flower picking need to have a current GLA licence and must comply with our licensing standards. Flower growers using labour provided by a gangmaster should only employ pickers from licensed operators and should treat those workers fairly and with respect at all times.

If in doubt, call the GLA and we will help you.

“And to everyone else in Cornwall, if you suspect unlicensed activity is taking place or workers are being exploited in any way, contact us free and in confidence on 0800 432 0804.”

To learn how you can help – and what red flags to look out for – read our expert advice on page 4.

The skills gap, the year ahead for the REC policy makers and how to make the most of economic growth

The plight of 4-5 modern day slavery The government and labour bodies are trying to stop worker exploitation. Here’s how recruiters can help

Update and Business Matters 6Legal The legal lowdown and REC’s new business partner IT First

7

Institute of Recruitment Professionals We speak to Steve Perkins from Orgtel and Ian Alexander from MAA International Ltd

Best Events and Training 8 The REC Audited Education and the new City Conference Tours

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Leading the Industry

the intelligence Fig 1: Median recruiter turnover growth

The Skills Gap

20

Employers lack workforce capacity to respond to growing demand, says Nina Mguni

How much capacity is there in your business to take on more work without creating more jobs in the organisation?

100

530

528

90

510

70 60

500

50

490

40

480

30 10

475

470

465

460

0

450 2011

2012

2013

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Vacancies (000s)

% of respondents

80

20

■ None – we would have to take on new staff

520

■ A little – we might take on new staff if demand grew this year ■ A fair amount – we would take on a lot more work now ■ Considerable – we have a great deal of space capacity ■ Vacancies (ONS Vacancy Survey)

0 -5 %

engineering, computing and IT, and education and training are the areas in which employers expect to have the most difficulty sourcing appropriately skilled candidates for permanent roles.

Technical and engineering is also the area of greatest concern for employers thinking about temporary roles, followed by driving and distribution, and professional and managerial.

As Kate Shoesmith, the REC head of policy, stated: “Employers’ inability to improve their workforce productivity without hiring new staff is likely to suppress pay growth in the foreseeable future, as they invest in increasing headcount rather than pay packets.

“Starting salaries and hourly pay rates will rise in certain areas where skilled candidates are scarce and companies have to compete for talent. The shortage of candidates with the skills required for a growing number of vacancies is a looming problem.”

While the economy appears to be picking up, it will be interesting to see how recruiters respond to the heightened demands for a skilled workforce.

Nina Mguni is senior researcher, REC

5

-10 -15 -20 -25 -30 -35 Apr 09

Oct

Apr 10

Oct

Apr 11

Oct

Apr 12

Oct

Apr 13

Oct

Fig 2: Median revenue growth & UK job vacancy growth 20 10 0 %

In January, the REC published a report that looked at the UK’s postrecession labour market, reviewing how the jobs market has changed in recent years.

The report also drew attention to the long awaited improvements in the labour market data and highlighted some early warning signals that could suppress growth.

The report reviewed data from our monthly JobsOutlook report.

First, the good news. Increased demand has led to a growing proportion of businesses that have no more capacity to take on further work without creating new jobs (see below); 31% say they have no spare capacity and would have to hire new staff if work increased.

Employers have started to increase their headcount, with 21% reporting they have increased their headcount within the year (up from only 4% in 2009). The rate at which employers are reducing headcount has slowed, with only 12% record having made redundancies in the past year, down from 22% in 2009.

However, as demand grows, the pertinent question will be whether there are staff of sufficient quantity and quality to meet the demand for more workers. Technical and

15 10

10

■ RIB median revenue ■ ONS vacancies

20 30 40 Apr 09

Oct

Apr 10

Oct

Apr 11

Oct

Apr 12

Oct

Apr 13

Oct

On the up As can be seen in Figure 1, median recruiter turnover growth showed a welcome uptick in November to 6%, reversing the worrying slowdown that we saw in September and in October, and approaching the growth levels that we saw in early summer last year.

Encouragingly, growth in the number of job vacancies in the UK reported by the Office for National Statistics has continued to accelerate to just under 15%.

Historically, growth in job vacancies has been a good leading indicator of recruiter revenue growth, although for the last six months or so revenue growth has been relatively flat – over the next few months we will monitor this closely for signs of a structural decoupling or a welcome upward acceleration in revenue growth.

Combined with this pleasing acceleration in revenue, we are seeing a very positive expansion in profit margins. Figure 2 shows that median net profit margin has increased to 4.7% in November, the highest we have seen for over two years.

A combination of accelerating revenues and expanding profit margins makes a wonderful combination for recruiters.

• Chris Ansell is chief financial officer at Recruitment Industry Benchmarking (RIB). www.ribindex.com

www.rec.uk.com 06/02/2014 09:53

Leading the Industry

Secrets of the Lobby

The View

Tom Hadley looks at the stats, facts and the power of lateral lobbying A big part of the policy team’s work is to drive campaigns aimed at challenging misconceptions, and improve recognition for our industry’s contribution to the UK economy and labour market.

The recent media attention on locum costs in the NHS is a good example of why we need to remain constantly on the front foot. The contribution to the NHS of locum doctors and skilled temporary staff is something to be praised, not denigrated as an unnecessary cost. Of course trusts must have effective procurement and management procedures in place but the reality is that highly skilled flexible staff are a huge benefit to the NHS and its patients.

Other REC sector groups are driving similar issues and we will continue to promote the role of specialist recruiters. A crucial weapon in our counter-offensive armoury is access to robust data on the contribution our sector makes to the labour market and wider economy. The most salient facts are that recruiters placed more than 600,000 people into permanent jobs in 2012-13 and that 1.1 million agency workers are fulfilling temporary roles in workplaces across the UK at any time.

Another tool is using the subliminal power of what I like to call ‘lateral lobbying’. This is all about positioning our voice to raise overall perceptions of recruitment and strengthen our hand when it comes to pushing back on government. A good example of this is our Youth Employment Charter, which has resulted in other 20,000 young people receiving customised career support from recruiters. The industry contribution in this area was explicitly recognised by the skills minister Matthew Hancock at our House of Lords reception in early January.

The need to get out there and drive positive recognition is increasingly important as the political machine cranks up ahead of the 2015 general elections and party manifestos take shape.

The REC’s ‘Good Recruitment Charter’ will be a major catalyst for this in 2014.

The best lobbying tool we have through is the work that REC members do every day to ensure compliance and to provide excellent service to both clients and candidates. The latest REC JobsOutlook survey shows a 95% satisfaction rate with agencies, so progress is clearly being made. The priority for the policy team is to accelerate this recognition and respect for our sector in our ongoing campaigning work with government and employers.

Confidence is building and plenty of economic data is now positive, so it’s a great time to be in recruitment again. But as the market improves and permanent hiring comes back, who will be the real winners in our sector?

It seems clear that the key drivers of growth and superior performance in our industry are those businesses who are great attractors, retainers and motivators of talent. Yes, we are in the human capital business.

Historically as an industry we have not been good at positioning recruitment as a career of choice, meaning that people fall into it almost by accident. But times are changing and the REC is leading the way. Our members have gone into schools and helped over 20,000 young people in the last three years. And while we are helping these youngsters develop their CVs or talking to them about what employers want, we are at the same time also positioning recruitment as a good career. We have over 200 recruiters signed up to our Youth Employment Charter and over the next two years we want to double the number involved. (You can sign up here https://www.rec.uk.com/ news-and-policy/policy-and-campaigns/examplenews-item) We now also have apprenticeships in recruitment to help businesses attract and train young people once they have left school. This brings in some government funding too, which can help recruiters cover their training costs.

However, while these are important initiatives, it is the team leaders and managers in businesses who must engage, motivate and inspire young people, not only to sign up to recruitment in the first place but also to produce results day after day. Putting time into training your managers as effective people leaders is vital to success in recruitment. Investing in your people is key.

As you would expect the REC is again here to help. We have a wide range of industry expertise to call upon – and don’t forget that we reinvest all the money earned from training back into our industry.

I hope to see meet as many of you as I can at our UKwide City Conference Tours. https://www.rec.uk.com/business-support/events

• You can follow Tom on Twitter www.twitter.com/@hadleyscomment

• You can follow Kevin on Twitter www.twitter.com/@kevingreenrec

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The Big Talking Point

The plight of modern-day slavery A

t last year’s Conservative Party Conference, Theresa May, the home secretary, announced that the British government would be introducing an anti-slavery bill in this parliamentary session to address the issue of modern slavery, a serious problem that persists today in the UK. The issue received a lot of media attention following the news of three women imprisoned and enslaved for 30 years in South London in November.

In December, May introduced a draft bill alongside the publication of MP Frank Field’s Modern Slavery Evidence Review.

Both agreed the need to consolidate definitions of trafficking and forced labour, and to beef up sentencing guideline.

The draft bill increases the maximum sentence for modern slavery offences from 14 years to life imprisonment, indicating just how seriously the UK is now taking this problem. The bill will encourage the government to work more with businesses to ensure that exploitation does David Camp, not creep into their director of the workforce, and will Association of Labour Providers also look to recover

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more of the monies made from this type of exploitation, something that the REC has long called for.

“Bonded labour is an extremely serious issue,” says Ben Farber, senior policy advisor at the REC. “The public and employment agencies are all growing more aware of it and enforcement agencies are taking a more proactive role. The question is, how do we improve business processes and build trust?”

The Stronger Together initiative is one such way. Launched in October by the Gangmasters Licensing Authority (GLA), the Association of Labour Providers (ALP), the charity Migrant Help, the British Retail Consortium (BRC) and together with major retailers, it is an educational campaign to tackle labour abuse in UK food production, retail and horticulture.

The campaign is based around a website, www.strong2gether.org, alongside other resources, guidance and a toolkit containing multi-language posters and leaflets, and a series of workshops across the UK. The aim is to engage with over 1,000 farms, food producers and labour providers, who in turn will reach more than 100,000 workers, to tackle what the campaign refers to as “the scourge of modern day slavery, human trafficking, forced labour and other hidden migrant worker exploitation”.

PA

Recruiters can help clients and candidates avoid worker exploitation by learning about the red flags, says Francesca Steele

National referral mechanisms such as these have already prompted significant increases in the number of recorded exploitation cases, which are up 67% in the two years up to the end of 2012, according to David Camp, director of ALP and programme co-ordinator for Stronger Together.

“The ALP’s aim is for the provision of temporary labour to the UK food and agricultural sectors to be recognised as a model of good practice for all UK employers,” he says.

“This is a pioneering initiative for the industry itself to tackle these issues and it’s as much a collaborative exercise. The project is in phases; the first phase was to prepare the guidance, the tool-kit, the

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It can be difficult to explain to clients why paying attention to these things matters Sally Hewick, general manager at GI Group

Marshall Evans

video and the advice for HR managers and for employers on the website. The second stage is to start rolling out regional workshops to employers and labour providers. Six have taken place and about 180 organisations have attended so far, and feedback has been very positive.”

The challenge for recruiters, says Farber, is firstly to implement their own

checks on candidates and to maintain relationships with those candidates, but also to get their clients – in other words, in the case of Stronger Together, supermarkets and other end-users in GLA-related industries – to ensure that a process is in place to check workers’ situations and also to trust recruiters and the GLA enough to share any new

What recruiters can do • Register for the stronger2ether website and download the toolkit • Look out for repeat National Insurance numbers and addresses with candidates • Cross-check bank details to make sure several candidates don’t have money going to the same bank • Engage with candidates (and clients). The better your relationships, the more both candidates and clients will trust enough to confide in you if something is wrong. Plus, if you are familiar with a candidate you may yourself notice if something seems awry • If you do notice that something seems wrong, notify the relevant agency, for example, the GLA

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information with them. “The more that the GLA gets out there in front of endusers, the more effectively we will all be able to work together.”

Marshall Evans, group operations director of recruiter Staffline, who is on the board of the GLA, agrees. “The GLA has about 1,000 licence holders and I’d say that most now have faith in the GLA that if they come forward with information they won’t have the finger pointed at them. A few years ago, I’m not sure that was the case. In addition, if people are still nervous, we have a hotline which people can call anonymously. But the authority focus is very much on criminality.

“There’s a nasty bunch of illegal gangmasters out there but there is a determination to actually get them and to concentrate resources on getting them rather than concentrating on compliance.”

Sally Hewick, general manager at GI Group, says that recruiters can make a huge difference. “It can be difficult to explain to clients why paying attention to these things matters – especially when there is so much pressure on fees and value for money. But the starting point is explaining to clients what it is they are getting for their money: what checks recruiters do on their candidates and so on. And how that can help keep the client avoid acquiring a workforce suffering from exploitation.”

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Legal Update

GETTY

The legal lowdown What’s new in agency worker regulations and zero-hour contracts, asks Lewina Farrell, solicitor and the REC’s head of Professional Services AWR – the recent case of Moran and others v Ideal Cleaning has potentially put the cat among the pigeons regarding the application of the Agency Workers Regulations (AWR). In brief, the claimants had been employed by Ideal and supplied on long-term contracts (one since 1987) to work for Ideal’s client.

On being made redundant by Ideal, the claimants argued that they were agency workers, entitled to equal treatment under the AWR. This was rejected by both the Employment Tribunal and the Employment Appeal Tribunal (EAT) on the grounds that as they were supplied for indefinite periods they were in fact on permanent contracts and could not be temporary workers for the purposes of AWR. The EAT spent some time looking at the evolution of the Temporary Workers Directive (which is implemented in the UK by the AWR) and concluded that ‘temporary’ means short term. We are aware the members have received calls from clients seeking to use this judgement to avoid AWR. However, before members start to amend contracts to place workers on contracts of indefinite duration they must bear in mind the requirements of the Conduct of Employment Agencies and Employment Businesses Regulations 2003, in particular regarding the provision of assignment details, including the length of the assignment. Read the REC’s full analysis of the case in the legal bulletin of Jan/Feb 2014, available here: https://www.rec. uk.com/legal-resources/legal-bulletin Extension of the right to request flexible working – there has been some confusion as to when the right to request flexible working would be extended to all employees. Originally it was supposed to be 2015, then 6 April 2014 but BIS have just announced that it will be delayed until later in 2014. This is because the Children and Families Bill, which brings in the new right, is now

Business secretary Vince Cable

not expected to receive Royal Assent until 21 March. REC will keep members updated as to the date and the nature of the changes.

Zero-hours contracts – the government launched a consultation into zero-hours contracts on 19 December 2013. This follows months of public debate regarding the validity and level of use of these contracts across all of UK industry and business. The REC has a number of concerns about assumptions made, definitions used and the accompanying impact assessment. The REC will engage with members in the coming weeks before submitting a detailed response by 13 March 2014.

Pensions auto-enrolment – in January we reported that REC would be running a new series of pensions seminars in 2014.

Businesses with up to 499 workers on their payroll as of 1 April 2012 will stage in 2014. It is essential that members give sufficient time to plan for auto-enrolment, so if you haven’t already got a plan in place, we recommend that you attend a seminar as soon as possible. The locations and dates are as follows: Manchester

18th February

Birmingham

20th February

Swindon

4th March

Leeds

1st April

London

10th April

Manchester

13th May

Glasgow

10th June

London

17th June

Birmingham

24th June

Business development: Put IT First The Recruitment & Employment Confederation (REC) has recently announced a business partnership with specialist IT provider IT First.

IT First provides IT support, consultancy, product supply, data security, internet and cloud hosted solutions, as well as telephony support, and will be providing REC members with a selection of unique offers for new start up recruitment agencies, as well as established businesses.

Operations director at IT First, Simon Gregg (pictured above), said: “We’re delighted to be appointed as an REC Business Partner.

We recognise the role that the REC plays in supporting the industry through its extensive range of products and services, so

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to be able to support REC members in areas where the REC need a specialist provider with an in-depth knowledge of the market, is great for our business and fits perfectly with our plans in the sector.”

REC chief executive Kevin Green said: “Technology is an important part of every modern recruitment business and recruiters need to look at different ways of maximising their efficiency as we look forward to a positive year of growth ahead.”

For more information about IT First, their unique REC member offer and how they can help you, visit the IT First webpage on the REC website: https://www.rec.uk.com/business-support/ business-partners/technology-business-partners/it-first

www.rec.uk.com 06/02/2014 09:55

Inspiration

Behind the scenes at the Institute of Recruitment Professionals

Reality Check This month we speak to Steve Perkins, 28, of Orgtel, who won Temporary Consultant of the Year at the IRP Awards Congratulations. How did it feel to win?

It was amazing.

How did you get into recruitment and what did you like about it?

I kind of fell in to recruitment. Straight away I liked the fact it was target-driven. I couldn’t face the idea of working somewhere, sat next to someone doing less work than me but getting paid the same. I like the fact that it’s all on me.

Why do you think you won this award?

I had high billings but I think the main thing is that I’ve maintained good relationships with key people. With this kind of work you have to get to know the individual projects in great detail and to do that you have to have good relationships with contractors.

Have you been up to anything in particular this year?

Yes, this year I’ve been managing a team of 13 people for the first time, which has been interesting. They say management is the hardest job, and managing different personalities can be tricky. But I hope I’ve pushed them and helped them. I like to throw people in at the deep end but be there for them too.

Do you think recruitment as an industry is changing?

Yes, the previous generation worked more on the phone, and there was a lot more headhunting. Now it’s a lot more about social media and email. That does change the way things work. The negatives are that people become lazier. People rely too much on email and are sometimes a bit less proactive. The positives are that it can make you a more diligent and well-rounded consultant if you can utilise these new technologies properly. It has become a market where you have to be really trusted to do well – and increasing trust is no bad thing.

Tell us something about you that your colleagues don’t know.

I have a soft spot for really terrible reality TV!

Things I Know Ian Alexander, managing director of MAA International Ltd gives us his career tips Everyday is a school day I feel especially passionate about training, having started my career as an engineering apprentice and then joining a recruitment firm who gave me a pretty intense two-week preliminary training course before I was even allowed to pick up the phone. Recruitment is booming again but there is still a lack of good candidates coming into the industry. I think we often lose good people because they haven’t had the right training or development.

It can be good to look around At one point in my career I thought, maybe it’s time to move away from direct recruiting and I actually set up a recruitment training business. After that I bought a manufacturing company. None of them gave me the same buzz I get from recruitment though.

Everyone should understand business I was aware by the third year of my apprenticeship that I really wanted to own the engineering company rather than be an engineer. You must understand the business side, accounts, profits, cashflow etc. It’s probably the biggest mistake some recruiters make, thinking that they just have to be good with people. Understanding the business side of things helps make you a manager and a better recruiter.

What doesn’t break you makes you stronger My recruitment career started in 1985. I was an engineer and completing my apprenticeship and was made redundant. I decided to complete a HNC, covering marketing economics, a bit of HR. I was 22 and I was four years into the apprenticeship. We were in a recession at the time, much like now. I set up my own business in 1991 and bought a business in 2006, so everything big I’ve done has happened about the same time as a recession really!

To keep up to date with everything the Institute of Recruitment Professionals is doing, please visit www.rec-irp.uk.com

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Events and training

Launched in May 2013, the Recruitment & Employment Confederation (REC)’s Audited Education scheme gives clients the reassurance they need of the high standards adhered to by recruitment agencies that supply teaching and non-teaching staff to schools, academies and education providers across England and Wales. Worldwide recruiter Hays has now achieved the standard and Apollo Teaching Services became the first recruitment business in Wales to do so recently.

Martyn Best, managing director for Education at Hays, said: “I am delighted that Hays has achieved the REC Audited Education accreditation. This new audit is a great recognition of our high standards and levels of professionalism as one of UK’s leading education recruitment experts. It will help us to continue to attract the highest calibre candidates for our clients and ensure the safeguarding of children. The accreditation will play a significant role in ensuring the highest standards in the education industry for years to come.”

Faith Olding, co-director of Apollo Teaching Services (pictured above), said: “This award is the culmination of the hard work the team at Apollo Teaching Services has undertaken over the last

In your city

Apollo Teaching Services

REC Audited Education wins support from education recruiters around the UK

Apollo Teaching Services reaches the standard

few years. In our industry, having rigorous procedures in place to safeguard students and to optimise educational progress is essential in relation to supplying the best service to our schools and ultimately to learners.”

For more information on REC Audited Education or to find out how you can achieve the standard go to the REC website: https://www.rec.uk.com/business-support/audited/ audited-education

The REC’s new City Conference Tours bring the Good Recruitment Campaign to life, sharing all the latest industry insights with you in your home city. Hot topics include market updates, how to use the Good Recruitment Campaign and charter to engage your clients, the latest policy updates from the coalition and the EU, sector updates from peers within your sector, and expert advice on skills development for your team.

Carol Scott, REC head of Corporate Membership, said: “We are delighted to introduce a new conference format to bring all the latest recruitment knowledge directly to our members. These one-day or half-day conferences are designed to give REC members access to all the latest information and knowledge they need to develop their businesses, whatever sector they specialise in and wherever they live.”

Location

Date

Duration

Sector focus

London

05-Feb-14

Full day

Office Professional Sector

Newcastle

06-Feb-14

Half day (pm) General sector update

Cardiff

09-Apr-14

Half day

Welsh Policy Forum

Education

Birmingham

13-May-14

Full day

Education

Healthcare

Edinburgh

24-Jun-14

Half day (pm

Scottish Policy Forum

Accounting and FS

Childcare

Aberdeen

25-Jun-14

Half day (am)

Scottish Policy Forum

Engineering (Oil and Gas)

Manchester

09-July-14

Full day

Technology

Construction

Bristol

10-Sep-14

Half day

General sector update

Birmingham

21-Oct-14

Half day

Drivers & Industrial

Leeds

05-Nov-14

Half day

Healthcare

Retail and Hospitality

London

25-Nov-14

Full day

Diversity Forum

Engineering and ‘Big Data’ Sectors (AER, A&FS, Legal & HR)

Recruitment Matters The official magazine of The Recruitment & Employment Confederation Dorset House, 1st Floor, 27-45 Stamford Street, London SE1 9NT Tel: 020 7009 2100 www.rec.uk.com

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Membership Department: Membership: 020 7009 2100, Customer Services: 020 7009 2100 Publishers: Redactive Publishing Ltd, 17 Britton Street, London EC1M 5TP. Tel: 020 7880 6200. www.redactive.co.uk Publisher: Anne Sadler anne.sadler@redactive.co.uk Tel: 020 7880 6213 Consulting Editor: Ed Sexton ed.sexton@rec.uk.com Editorial: Editor: Francesca Steele francesca.steele@redactive.co.uk. Production Editor: Vanessa Townsend Production: Deputy Production Manager: Kieran Tobin. kieran.tobin@redactive.co.uk Tel: 020 7880 6240 Printing: Printed by Woodford Litho © 2014 Recruitment Matters. Although every effort is made to ensure accuracy, neither REC, Redactive Publishing Ltd nor the authors can accept liability for errors or omissions. Views expressed in the magazine are not necessarily those of the REC or Redactive Publishing Ltd. No responsibility can be accepted for unsolicited manuscripts or transparencies. No reproduction in whole or part without written permission.

www.rec.uk.com 07/02/2014 09:32