RECRUITMENT TRENDS SURVEY RESULTS

Transcription

1 RECRUITMENT TRENDS SURVEY RESULTS 2 15

2 It s bee a turbulet few years for recruiters of academic, research ad sciece staff with ecoomic dowturs, icreased competitio ad a variety of ew chaels ad techologies. But what s it really like o the frotlie? What are the big challeges? Ad what are the curret treds/hot topics/burig issues? At jobs.ac.uk we wated to better uderstad the eeds, cocers ad thoughts of the people we work with day i, day out. So, we cotacted a variety of professioals who kow academic, research ad sciece recruitmet iside ad out to build a much better picture of today s recruitmet market ad the challeges ahead.

3 RECRUITMENT TRENDS SURVEY RESULTS Executive Summary People are the heartbeat of ay orgaisatio. They make the differece betwee success ad failure. So, effective recruitmet is a top priority for may orgaisatios i 2015/16. However, our survey revealed a world of squeezed budgets, complex processes ad overstretched teams facig tough challeges. Today s recruiters are icreasigly uder pressure to quickly attract top iteratioal talet i a market that s gettig more ad more competitive every day. Hampered by a growig workload ad a lack of time, resources ad budget, some respodets are frustrated with urealistic timescales ad a lack of uderstadig. Others feel that the time to hire is too log, particularly for specialist roles, which meas quality people are droppig out of the process. However, there is a big opportuity to be had by those teams who have the visio ad backig to make improvemets ad deliver a competitive edge. Chage takes time ad moey, but the log-term beefits could be priceless. Streamlied systems ad better educated hirig maagers could dramatically reduce the time to recruit. Improved successio plaig could reduce costs ad icrease employee retetio ad satisfactio. While effective e-recruitmet ca help to take the strai ad save you time ad moey. A revitalised employer brad could also help you raise your awareess worldwide, attract ew talet ad make you stad out from the competitio. I fact, our survey highlights that employer bradig is high o the ageda of may recruiters, but their actios are t speakig as loud as their words with oly half of respodets actively ivestig i a proactive strategy to develop their employer brad. We ve oly just scratched the surface with our executive summary, so read o to discover more about our 2015 Recruitmet Treds Survey. Key Fidigs A skills shortage of quality cadidates is the biggest challege for recruiters of academic, research ad sciece staff. This has icreased from 30% to 38% sice our last survey i The top priorities for 2015/16 are reducig time to hire, staff retetio ad employer bradig. 93% of respodets said employer bradig was a key part of their recruitmet strategy but oly half are ivestig i it. 74% of respodets said it was importat to recruit iteratioal research ad academic staff but two thirds said that the global competitio for talet is becomig icreasigly itese. 40% of respodets believe legislative problems ad immigratio processes are the biggest barriers to recruitig top iteratioal talet. Recruitmet budgets have stagated this year despite growig pressures to recruit top iteratioal staff. Nearly 30% of respodets expect to recruit over 100 people 2015/16. Lecturers ad Professors withi Egieerig ad Techology are the most difficult to recruit roles. 67% of people preferred usig specialist job boards for recruitmet. Over 160 professioals from the world of academic, research ad sciece recruitmet aswered our survey.

4 2015 RECRUITMENT TRENDS SURVEY RESULTS A A Q1. WHAT IS YOUR JOB ROLE? Q2. WHAT MOST ACCURATELY DESCRIBES YOUR TYPE OF ORGANISATION? To gai a great isight ito the world of HE recruitmet, we sought the thoughts ad opiios of a diverse rage of professioals. l 80.0% HR l 10.7% Academic or Head of Faculty/Departmet l 5.0% Agecy l 4.3% Marketig Aroud two thirds of the people we cotacted are curretly workig i higher educatio istitutios. l 66.3% Higher Educatio l 12.3% Private Sector l 5.5% Agecy l 4.9% Charity/Volutary l 3.7% Further Educatio l 2.5% Research Istitute l 2.5% Public Sector (other) l 1.2% Self-Employed l 0.6% Govermet (local/atioal) l 0.6% Public Sector (research)

5 RECRUITMENT TRENDS SURVEY RESULTS Q3. WHERE IN THE WORLD IS YOUR ORGANISATION LOCATED? Q4. WHERE DOES YOUR RECRUITMENT BUDGET SIT? A A Over two thirds of the people who respoded to our survey are based i the UK. l 76.1% UK l 11.7% Europe (EU coutry) l 6.1% Australasia l 3.7% Asia l 1.2% Middle East l 0.6% North America & Caribbea l 0.6% Africa Most budgets are held by idividual Faculties ad Academic Departmets. l 42.3% Faculty/Academic Departmet l 36.6% HR l 21.1% Lie Maager/Compay Director

6 2015 RECRUITMENT TRENDS SURVEY RESULTS 06 Q5. WHAT HAS BEEN YOUR BIGGEST RECRUITMENT CHALLENGE IN THE PAST 12 MONTHS? Q6. WHAT ARE THE BIGGEST CHALLENGES IN YOUR JOB? A The lack of skilled/quality cadidates ad the high competitio for talet from other employers proved the biggest recruitmet challeges for 50% of our respodets Al 13.0% l 38.7% Lack of Skilled/Quality Cadidate l 12.9% High Competitio for Talet from Other Employers l 9.7% Staff Retetio l 9.7% Competig with Iteratioal Salaries/Beefits Package l 8.9% Reduced Recruitmet Budgets l 7.3% Too May Applicats l 6.5% Too Few Applicats l 6.5% Attractig Iteratioal Cadidates Cadidate Quality l 12.0% Poor Process l 12.0% Tight Budget l 12.0% Time l 12.0% Other l 9.0% Retetio l 7.5% Cadidate Attractio l 6.0% Orgaisatioal Politics l 6.0% Forward Plaig l 6.0% Workload l 4.5% Usucessful Recruitmet

7 RECRUITMENT TRENDS SURVEY RESULTS Q6. CONTINUED... Cadidate Quality - 13% A lack of skills i the job market is a growig problem. Fidig high quality iteratioal cadidates (especially academics ad middle maagers) with the right skills, experiece ad attitude is a major challege for may istitutios. A couple of respodets also had difficulties fidig the right job board to attract people with the skills they eeded. Poor Process - 12% Applicatio ad iteral recruitmet processes were a big frustratio. May seem to be slow, log-wided ad overly complex with added layers whe usig agecies as itermediaries. For some, it s also challegig to get hirig maagers to comply with best practice ad follow processes. While others had difficulties co-ordiatig shortlistig meetigs ad had to jump through hoops to get visa applicatios sorted. Tight Budget - 12% Squeezed recruitmet budgets were a key challege for some respodets who are fidig it difficult to attract high quality cadidates from aroud the world. Especially as there is growig competitio from iteratioal employers ad ew etrats ito the market who ca offer better salaries ad rewards. The eed for bigger budgets for idirect recruitmet activities (evets ad job fairs) was also highlighted. Time - 12% As well as a lack of time to do thigs properly ad the red tape of processes, some respodets were worried about the urealistic timescales i which they had to fid top talet, especially people with specialist skills ad experiece. Oce the process is uderway they are also frustrated by the slow speed of hirig maagers, which ca frustrate cadidates who ll go elsewhere. Retetio - 9% The high turover of employees (especially top academics) ad volutary resigatios was a cocer for may. Egagemet with employees ad studets was highlighted as a growig issue. Cadidate Attractio - 7.5% Some respodets highlighted the challege of attractig quality cadidates (especially passive cadidates). A umber of factors were metioed ragig from cadidates ot uderstadig if they were suitable for the role to problems creatig attractive adverts usig curret recruitmet systems. Overpriced recruitmet agecies that did t uderstad HE challeges were also a aoyace. Orgaisatioal Politics - 6% As well as the wider politics of a regio, office politics ad eve bullyig were metioed. Some respodets were frustrated with vague targets, colleagues ot meetig deadlies ad the uwilligess of hirig maagers to advertise jobs with broader selectio criteria. Forward Plaig - 6% The lack of successio plaig ad focus o advertisig exterally rather tha promotig from withi was metioed. Some respodets also believed HR teams ad hirig maagers eeded more traiig to uderstad recruitmet eeds ad employ people who offered the right skills ad attitude ot just the right qualificatios. A lack of data also makes it difficult to create reports ad lear from isight. Workload - 6% The sheer volume of recruitmet ad lack of HR resources is a big issue. Some respodets have to deal with large umbers of roles, applicatios ad dropouts at the iterview ad offer stage. As HE recruitmet ofte ivolves peak times, this has aturally created challegig pressure poits for some respodets. Usuccessful Recruitmet - 4.5% A few respodets were frustrated with the time, efforts ad high costs that go ito offerig jobs ad oboardig people, oly for them to declie at the last miute. Quicker ad better cadidate joureys would make a big differece.

8 2015 RECRUITMENT TRENDS SURVEY RESULTS 08 Q7. WHAT IS YOUR TOP RECRUITING PRIORITY FOR 2015/2016? A The top 3 priorities for recruiters are reducig time to hire, staff retetio ad employer bradig. l 13.7% Reducig Time to Hire l 13.7% Staff Retetio l 11.3% Employer Bradig l 10.5% Talet Poolig l 10.5% Attractig More Iteratioal Staff l 9.7% Updatig, Chagig ad Implemetig Policies l 8.9% Cost Reductio l 7.3% Direct Resourcig l 7.3% Implemetig a erecruitmet System l 4.8% Social Recruitmet l 2.4% Mobile Recruitmet

9 Recruitig ladscapes across the world Although recruitmet priorities ad challeges are similar i the UK ad USA, there are otable differeces across differet borders. EUROPE Priority: Attractig iteratioal staff Challege: Lack of skilled/quality cadidates ASIA Priority: Talet poolig Challege: Attractig more iteratioal cadidates UK & USA Priority: Reducig time to hire Challege: Lack of skilled/quality cadidates MIDDLE EAST Priority: Attractig iteratioal staff Challege: Too few applicats AUSTRALASIA Priority: Implemetig e-recruitmet Challege: High competitio for talet

10 2015 RECRUITMENT TRENDS SURVEY RESULTS 10 Q8. HOW HAS YOUR ORGANISATION S RECRUITMENT BUDGET CHANGED FROM LAST YEAR? ADespite the jobs market growig i cofidece, budgets for academic, research ad sciece recruitmet have stagated. l 55.4% About the same l 25.9% Decreased l 18.8% Icreased A Q9. IS YOUR LEVEL OF RECRUITMENT DUE TO INCREASE OR DECREASE COMPARED TO LAST YEAR? Aroud half said it would stay roughly the same while over a third said it was set to icrease. l 11.6% Icrease by 25% or more l 8.0% Icrease by 11% to 24% l 17.9% Icrease by up to 10% l 47.3% It will remai about the same l 7.1% Decrease by up to 10% l 7.1% Decrease by 11% to 24% l 0.9% Decrease by 25% or more

11 RECRUITMENT TRENDS SURVEY RESULTS Q10. HOW MANY VACANCIES DID YOUR ORGANISATION FILL LAST YEAR IN 2014? A40% of respodets filled more tha 50 vacacies i This is a slight decrease from 42% i l 31.2% 0 to 10 l 28.4% 10 to 50 l 10.1% 50 to 100 l 27.5% 100 to 500 l 2.8% Over 500 Q11. HOW MANY VACANCIES DOES YOUR ORGANISATION ANTICIPATE FILLING IN THE NEXT 12 MONTHS? A95% of respodets are plaig to recruit i 15/16. This is a slight decrease from 97% i Nearly 30% of respodets expect to recruit over 100 people. l 4.5% No plas for recruitig l 27.9% 0 to 10 l 25.2% 10 to 50 l 12.6% 50 to 100 l 26.1% 100 to 500 l 3.6% Over 500

12 2015 RECRUITMENT TRENDS SURVEY RESULTS 12 Q12. WHICH ROLES ARE MOST DIFFICULT TO FILL? l 20.4% l 19.4% l 15.3% l 13.3% l 10.2% l 9.2% l 9.2% l 8.2% l 8.2% l 7.1% l 6.1% l 5.1% l 5.1% l 5.1% l 5.1% l 4.1% l 3.1% l 3.1% l 2.0% l 2.0% l 2.0% l 2.0% Lecturer Professor Professioal/Maagerial/Support Service Seior Lecturer Post-Doc Researcher Head of Dept/School/Research cetre Seior Researcher Research Assistat Techicias Scietist/Scietific Teacher/Teachig Assistat PhD Studet Cliical Professor/Associate Professor Admiistratio/Secretarial Researcher Chair Reader Dea/Associate Dea/Assistat Dea Careers Advisor EFL/ESOL/ESP/ESAP/EAP - Teacher/Tutor KTP Associate Teachig Associate/Fellow Recruitig Lecturers ad Professors is still the biggest challege.

13 RECRUITMENT TRENDS SURVEY RESULTS Q13. WHICH ACADEMIC DISCIPLINE DO YOU HAVE THE MOST DIFFICULTY RECRUITING OPPORTUNITIES FOR? l 32.6% l 16.3% l 16.3% l 16.3% l 14.0% l 14.0% l 11.6% l 7.0% l 7.0% l 7.0% l 4.7% l 4.7% l 4.7% l 4.7% l 4.7% l 4.7% l 4.7% l 4.7% l 2.3% l 2.3% Egieerig/Techology Social Scieces/Social Care Health/Medical Busiess/Maagemet Studies Biological Scieces Ecoomics Mathematics/Statistics Law Physical/Evirometal Scieces Computer Sciece Architecture/Buildig/Plaig Creative/Art & Desig Educatio Studies (ic.tefl) Historical/Philosophical Studies Iformatio Maagemet/Librariaship Politics/Govermet Psychology Sport/Leisure Laguages/Literature/Culture Media/Commuicatios Egieerig ad techology academics are highly sought after.

14 2015 RECRUITMENT TRENDS SURVEY RESULTS 14 Q14. HOW IMPORTANT IS RECRUITING INTERNATIONAL RESEARCH AND ACADEMIC STAFF AT YOUR INSTITUTION? AOver 70% of respodets said it was importat to recruit iteratioal research ad academic staff. Q15. WHERE IN THE WORLD ARE YOU TARGETING YOUR RECRUITMENT ACTIVITIES? l 53.5% Worldwide (all geographic areas) l 52.1% UK l 26.8% Europe (EU coutry) l 12.7% Asia l 12.7% North America l 9.9% Europe (o EU coutry) l 8.5% Australasia l 1.4% Africa l 1.4% Middle East l 1.4% Cetral America HE recruiters are scourig the world for the best talet with a particular focus o Europe. l 32.6% Extremely Importat l 18.9% Very Importat l 22.1% Importat l 5.3% Slightly Importat l 21.1% Uimportat

15 RECRUITMENT TRENDS SURVEY RESULTS Q16. WHAT ARE THE MAIN CHALLENGES IN RECRUITING INTERNATIONAL ACADEMIC STAFF? Q17. HOW DO YOU THINK THE GLOBAL COMPETITION FOR TALENT HAS CHANGED RECENTLY? l 39.6% Legislative Problems l 30.8% Laguage/Cultural Barriers l 22.0% Recruitmet Budget l 22.0% Difficulty i Checkig Cadidate Qualificatios ad Refereces l 17.6% Awareess of the Uiversity l 15.4% Family Cocers/Quality of Life l 78.0% More competitive l 11.0% It s the same l 5.5% Decreased l 5.5% More positive Legislative problems ad immigratio processes are the biggest barriers whe recruitig iteratioal academic staff. 78% of our respodets felt that the market was icreasigly competitive ad itese. It was felt by some that there was a larger talet pool, but ew etrats ito the market ad olie tools were makig the competitio icreasigly fierce. Some believed the complex ad costly visa process was havig a egative impact i the UK. While others were worried by the better remueratio packages offered elsewhere.

16 2015 RECRUITMENT TRENDS SURVEY RESULTS 16 Q18. HOW IMPORTANT IS EMPLOYER BRANDING TO YOUR RECRUITMENT STRATEGY? Q19. ARE YOU PLANNING ON INCREASING YOUR INVESTMENT INTO EMPLOYER BRANDING THIS YEAR? A A 93% of respodets said that employer bradig was a key part of their recruitmet strategy. l 30.8% Extremely Importat l 41.8% Very Importat l 20.9% Importat l 3.3% Slightly Importat l 3.3% Uimportat Despite the importace of employer bradig - oly half of our respodets are lookig to ivest i it. l 51.7% Yes l 48.3% No

17 RECRUITMENT TRENDS SURVEY RESULTS Q20. WHAT ARE YOUR MAIN REASONS FOR INVESTING IN EMPLOYER BRANDING? l 77.3% To raise awareess of our orgaisatio i our home coutry l 65.9% To attract ew talet l 56.8% To stad out from the competitio for top talet l 45.5% To raise awareess of our orgaisatio overseas l 36.4% To improve employee retetio l 36.4% To showcase campus/workplace facilities l 29.5% To spotlight groud-breakig research l 25.0% Difficulty recruitig quality cadidates l 22.7% To profile award-wiig faculties for top talet l 15.9% Plaed icrease i hirig People are ivestig i their employer brad to attract ew talet, raise awareess of their orgaisatio ad stad out from their competitors.

18 2015 RECRUITMENT TRENDS SURVEY RESULTS 18 Q21. HOW MANY DIFFERENT JOB BOARDS/ RECRUITMENT WEBSITES DO YOU USE? Q22. WHAT TYPE OF JOB BOARDS DO YOU USE? A A52% of respodets use 3 or less job boards for recruitmet. l 2.2% Noe l 6.7% Just 1 l 43.8% 2 to 3 l 22.5% 4 to 5 l 24.7% Over 5 67% of respodets preferred usig specialist job boards for recruitmet. l 66.7% Maily Specialist (idustry specific e.g. jobs.ac.uk) l 27.6% Equal Mix of Geeralist ad Specialist l 5.7% Maily Geeralist (e.g. Moster/TotalJobs)

19 RECRUITMENT TRENDS SURVEY RESULTS About the survey Whe? Carried out olie betwee August ad September Why? To better uderstad recruitmet treds across the academic, research, sciece ad related sectors. Help provide recruitmet professioals with key bechmarkig iformatio, so their orgaisatios ca make well-iformed recruitmet decisios. Who? Our data was based o the resposes we gathered from 163 people who are curretly egaged i recruitig academic, research, sciece ad related staff. About jobs.ac.uk jobs.ac.uk is the world s leadig job board for academic, research, sciece ad related careers. Lauched by the Uiversity of Warwick i 1998, we re a trusted brad with a global reach that s umatched i our sector. Our website ca coect you to a urivalled global etwork of academics, researchers, scietists ad other higher educatio professioals. Key facts about jobs.ac.uk 1.5 millio uique users each moth 554,000+ PhD qualified jobseekers Used by over 7,600 orgaisatios worldwide icludig 1,000+ uiversities More tha 21,000 job searches a day from the UK, USA, Europe, Middle East & Asia Pacific Te times more effective tha other media combied for academic ad research posts. If you d like to advertise a role, please get i touch usig the cotact details o the back page. Our team ca help you put together a targeted or bespoke recruitmet campaig.

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