EVP/employer brand is still number one in the list of ‘recruitment priorities’ (44%), followed by direct sourcing (41%) – number 3; talent pipelining (30%) – and number 4; succession planning (27%). Music to the ears of organisations such as ourselves from a partnering perspective and further evidence that the TA community is still doing all it can to become as proactive as possible in an attempt to leave the days of reactionary ‘order taking’ behind.
60% of respondents state that the level of recruitment within their organisation will increase compared to last year, yet just under half of all respondents are still sat in TA teams of between 1 and 5. A similar number of respondents (45%) are dealing with 25/30/40/50+ requisitions at any given time (echoing the findings in our recent requisition workload insight report).
This remains a wider problem that many organisations don’t appear to be facing up to based on previous surveys. Talent Acquisition as a function is expected to work harder and fill more roles year-on year, yet team sizes remain incredibly small and budgets remain tight.
The FIRM’s latest Annual Membership Survey reveals that despite an unstable economic situation and Brexit uncertainty, the recruitment market is looking buoyant. The research reveals that: 60% of businesses expect an increase in recruitment levels Organisations are managing a growing number of vacancies, with 51% of respondents forecasting over 500 vacancies this year, up from 47% in 2017/18 and 37% in 2016/17 Recruiters continue to highlight their concerns surrounding a lack of specialist candidates for scarce talent in Nursing, Medical, Technology and Engineering roles, as well as on maintaining gender diversity, especially in specialist roles within STEM such as software engineering. When asked about their top priorities for the year ahead, this remained unchanged from 2017/18, with the top three priorities being: EVP and Employer Brand Direct Sourcing Building Talent Pools for Future Hires