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Recruitment Consultants - UK - July 2015

Recruitment Consultants - UK - July 2015

“The recruitment consultant industry is continuing to change structure. The largest companies tend to be generalist recruiters, often combining temporary and permanent placements across a broad range of industries. Many operate internationally to protect them from the vagaries of a single economy. At the other end of the scale, there is the constant development of new companies, often with a very specific industry or job role specialisation, which tend to benefit from close relationships with their customer base, but can be subject to strong uncertainties when the economy turns down in a specific industry.”

– Terry Leggett Senior B2B Analyst

This report answers the following key questions:

How can recruiters benefit from the changing demography of the workforce?
Which sectors of the economy are expected to generate the largest demand for staffing in the coming years?
Is the recent growth in recruitment process outsourcing likely to continue in the future?
Where are skill shortages most apparent and what can recruiters do to exploit this?


EXECUTIVE SUMMARY
The market
Figure 1: UK market for recruitment consultants, 2011-14 actual, and 2015-20 forecast
Figure 2: Segmentation of the UK recruitment consultants market, by type, 2011-14 actual and 2015-20
forecast
Figure 3: Segmentation of temporary and contract employment through recruitment consultants, 2014
Figure 4: Segmentation of permanent employment through recruitment consultants, 2014
Market factors
Figure 5: Number of employment vacancies in the UK, 2010-15
Figure 6: Employment vacancies in the UK, by sector, March-May, 2013-15
Figure 7: Employment vacancies in the UK, by size of company, March-May, 2013-15
Figure 8: Changes in occupational structure, 1990-2020
Companies
Figure 9: Analysis of the changes in the structure of the labour recruitment/provision of personnel industry,
2010-14
What we think
KEY ISSUES
Are skills shortages a threat or an opportunity to the recruitment sector?
Are skills shortages and high demand affecting the time it takes recruitment consultants to fill
posts?
How does it affect the number of submissions by recruitment agencies?
How will the industry change over the next few years?
INTRODUCTION
Issues in the market
Definitions
Methodology
Abbreviations
Market positioning
The supplier
The customer
UK ECONOMY
Overview
Figure 10: UK GDP quarterly development, 2003-15
Figure 11: UK GDP in economic downturns and recoveries since 1979
Inflation
Interest rates
House prices
Consumer spending
Manufacturing
Business investment
Figure 12: UK GFCF 2003-15
Imports
Exports
MARKET FACTORS
Key analysis
Market factors
Economic conditions
Figure 13: UK economic development compared with other major EU countries, 2008-14
Employment levels
Figure 14: UK employment levels, 2008-15
Technological change
Figure 15: Proportion of businesses with internet access, by size of company, 2009-13
Socio-economic trends
Figure 16: Proportion of workforce self-employed, Feb-April 2011-15
Legislation
Other government policy
MARKET SIZE
Key points
Market size
Figure 17: UK market for recruitment consultants, 2011-15
It is taking longer to fill posts
Number of submissions increases
Levels of success continue to improve
Figure 18: Percentage of candidates placed by recruitment consultants compared with client submissions,
by industry, 2014
Figure 19: Percentage of candidates placed by recruitment consultants compared with client submissions,
by sector, 2014
MARKET SEGMENTATION
Key points
A market dominated by temporary placements
Figure 20: Segmentation of the UK recruitment consultants market, by type, 2011-15
Figure 21: The role of recruitment consultants to the total temporary employment market, 2014
A fragmented use of temporary and contract staff through recruitment consultants
Figure 22: Segmentation of temporary and contract employment through recruitment consultants, 2014
Permanent placements are also diverse
Figure 23: Segmentation of permanent employment through recruitment consultants, 2014
MARKET TRENDS
Key points
Job vacancies continue to climb strongly
Figure 24: Number of employment vacancies in the UK, 2010-15
Figure 25: Employment vacancies in the UK, by sector, March-May, 2013-15
Figure 26: Employment vacancies in the UK, by size of company, March-May, 2013-15
The occupational structure is changing
Figure 27: Changes in occupational structure, 1990-2020
Recruiters’ prices remain under pressure
Figure 28: Employment agencies price index, 2010-15
Skill shortages are increasingly widespread
Figure 29: Skills shortage vacancies (SSVs) in the UK, by sector, 2011 and 2013
Figure 30: Working visas issued by the UK government, 2010-14
Working population aged over 45 to rise significantly to 2022
Figure 31: UK population projection, by age group, 2012-2037
Self-employment no longer the driving force of employment growth
Figure 32: Part-time and full-time workers in the UK, 2011-15
INDUSTRY STRUCTURE
Key analysis
Industry development
Figure 33: Analysis of the changes in the structure of the labour recruitment/provision of personnel industry,
2010-14
Figure 34: Analysis of the changes in the structure of employment placement agencies, 2010-14
Figure 35: Analysis of the changes in the structure of temporary employment agencies, 2010-14
Figure 36: Analysis of the changes in the structure of the other human resources provision industry,
2010-14
Development by turnover
Figure 37: Analysis of the financial structure of the labour recruitment/provision of personnel industry, 2013
and 2014
Figure 38: Analysis of the financial structure of the employment placement agencies sector, 2013 and 2014
Figure 39: Analysis of the financial structure of the temporary employment agency activities sector, 2013
and 2014
Figure 40: Analysis of the financial structure of the human resource provision and management of human
resources functions sector, 2013 and 2014
Development by employment level
Figure 41: Analysis of the employment structure of the labour recruitment/provision of personnel industry,
2013 and 2014
Figure 42: Analysis of the employment structure of the employment placement agencies sector, 2013 and
2014
Figure 43: Analysis of the employment structure of the temporary employment agency activities sector,
2013 and 2014
Figure 44: Analysis of the employment structure of the human resources provision and management of
human resources functions sector, 2013 and 2014
COMPANY PROFILES
ADECCO HOLDINGS
Figure 45: Financial analysis of Adecco UK, 2010-14
Company strategy
ADVANTAGE RESOURCING UK
Figure 46: Financial analysis of Advantage Resourcing UK, 2009-13
Company strategy
HAYS
Figure 47: Financial analysis of Hays, 2010-14
Figure 48: Turnover segmentation of Hays, 2014
Figure 49: Net fees derived by Hays, by geography, type and market maturity, 2014
Company strategy
IMPELLAM GROUP
Figure 50: Financial analysis of Impellam Group, 2010-14
Figure 51: Financial analysis of Impellam Group, by business segment, 2014
Company strategy
KELLY SERVICES (UK)
Figure 52: Financial analysis of Kelly Services (UK), 2009-13
Company strategy
MANPOWER UK
Figure 53: Financial analysis of Manpower UK, 2009-13
Company strategy
PAGEGROUP
Figure 54: Financial analysis of PageGroup, 2010-14
Figure 55: Segmentation of UK gross profits of PageGroup, by discipline, 2014
Company strategy
PERTEMPS RECRUITMENT PARTNERSHIP
Figure 56: Financial analysis of Pertemps Recruitment Partnership, 2009-13
Company strategy
REED
Figure 57: Financial analysis of Reed Specialist Recruitment, 2010-14
Figure 58: Financial analysis of Reed Online, 2010-14
Figure 59: Financial analysis of Reed Learning, 2010-14
Figure 60: Financial analysis of Reed in Partnership, 2010-14
Company strategy
STHREE
Figure 61: Financial analysis of SThree, 2010-14
Figure 62: Financial analysis of SThree, by geography, 2014
Figure 63: Analysis of UK activity by SThree, 2014
Company strategy
ROBERT WALTERS
Figure 64: Financial analysis of Robert Walters, 2010-14
Figure 65: Turnover analysis of Robert Walters, by geography, 2014
Company strategy
FORECAST
Key analysis
Market size
Figure 66: Forecast UK market for recruitment consultants, 2016-20
Figure 67: Forecast UK employment prospects, 2012-2022
Market segmentation
Figure 68: Forecast segmentation of the UK recruitment consultants market, by type of placement, 2016-20
Industry
FURTHER SOURCES AND CONTACTS
Trade associations
Trade magazines
UK B2B
Trade research
Informal
Formal
Desk research
Consumer research
Sampling and weighting
Definitions
Qualitative Research
Further Analysis
Statistical forecasting

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