I will not need any referencing.
I will need a word file where all the assignment has been done. I will fill all the blanks and signatures in the STUDENT ASSESSMENT TASKS file later.
Just need the assessments 1,2 ,3 and 4.
Making Headway The 2015 Australian Recruitment Trends Report 2 3 Introduction 4 Key Findings 5 Revenue and Growth 5 Revenue Expectations 6 Revenue per Consultant/Salesperson 6 Headcount and Branch Expansion 7 Agency Health 7 Revenue from Repeat Client Business 7 Use of Vendor Management Systems 8 Performance Benchmarks 8 Average Fill Rate in 2014 9 Average Hit Rate in 2014 10 Average Time-to-Fill in 2014 10 Average Number of Submissions per Hire 11 Percentage of Agencies’ Placements Made from Candidates in Recruitment CRM 12 Remuneration 12 Remuneration Performance 12 Real Remuneration in 2014 13 Trends for 2015 13 Opportunities and Challenges in the Next Five Years 13 Skills Shortage 14 Insights 14 Candidate Sourcing Strategies 15 Aged Care 16 Conclusion 17 Demographics 17 About Bullhorn Table of Contents In December of 2014, Bullhorn conducted its third annual Recruitment Trends survey of 105 APAC recruitment agency professionals. The resulting report comprises performance benchmarks, metrics, and revenue and remuneration figures broken down by agency size, recruitment type, industry, role recruited, and role of respondent. Recruitment professionals can use this report to compare themselves and their agencies to their peers in the recruitment industry. The Australian recruitment industry is in a stable, if not particularly thriving, place at the moment. 75% of respondents reported meeting or exceeding their revenue goals, for instance, and 86% expect revenue to increase in 2015. While neither of these percentages compare favourably to rates in North America or the United Kingdom, they aren’t disappointing on their own terms. Indeed, APAC recruitment agencies reported significantly less trouble with finding skilled candidates in the industries for which they recruit than both American and British agencies, with only 71% of respondents experiencing a shortage of skilled candidates. Despite this relative strength, however, APAC agencies reported issues with profitability, margins, and direct hiring. The developing state of recruitment in Australia and other APAC regions, along with APAC businesses’ collective hesitation to adopt recruitment agencies as their central source for candidates, appears to be holding the APAC recruitment industry back from its full potential. Please note: some figures may not add up to 100% due to rounding. 3 Introduction 4 Metrics • 75% of respondents met or exceeded their revenue goals in 2014. Meanwhile, 86% of respondents expect their revenue to increase in 2015, including 62% who expect revenue to increase by more than 10%. • 30% of APAC recruitment agencies plan to expand into new offices in 2015, including 16% that plan on opening new branches in another country. • The average fill rate across all respondents in 2014 was 47%. The average hit rate was 40%. • Although only 13% of respondents drove more than half of their jobs through VMS in 2014, 28% of respondents plan to do so in 2015. • Respondents placing candidates in government jobs had both the lowest fill rate and hit rate among all industries. • Only 71% of APAC respondents reported a skills shortage in the industries for which they recruited in 2014, less than in either North America or the United Kingdom. • The top two sources for qualified candidates in 2014, as ranked by APAC respondents, were referrals from successful placements and existing candidates from respondents’ recruitment CRMs. • 80% of respondents in the healthcare industry support an increase in immigration in order to provide Australia with more potential candidates for aged care positions. Key Findings Growth Candidates Revenue Expectations: 75% of respondents from APAC recruitment agencies met or exceeded their revenue goals in 2014. While the 74% of contract agencies that met or exceeded their revenue goals falls in line with this 75% average, this includes 44% that exceeded their goals, a mark that easily surpasses the overall average of 35%. And though the 75% of permanent agencies that met or exceeded their revenue goals was similar to contract agencies’ results, permanent agencies proved to be much less volatile in 2014, with only 29% actually exceeding their goals. Meanwhile, 86% of recruitment agencies expect their revenue to increase in 2015, including 93% of agencies specialising in contract recruitment. In fact, 62% of APAC recruitment agencies expect their revenue to increase by more than 10% in 2015. 5 Revenue and Growth 2014 Revenue Goals Results by Primary Recruitment Type Overall Exec Search – Retained Temporary Perm (non-exec search) Contract Exec Search – Contingent 0% 20% 40% 60% 80% 100% 35%40%25% 29%46%25% 31%31%37% 64%9% 27% 30%20% 50% 44%26% 30% Fell Short Met Exceeded % of Agencies That Expect to Increase Revenue in 2015 by Primary Recruitment Type Overall Contract Perm (non-exec search) Exec Search – Retained Temporary Exec Searh – Contingent 0% 100% 77% 80% 82% 88% 93% 86% 20% 40% 80%60% 6 Revenue per Consultant/Salesperson: Revenue per recruitment consultant/salesperson was notably consistent across all agency sizes, with the exception of lower-midsize agencies (11-25 consultants/salespeople), which generated over $100,000 less per consultant/salesperson than agencies of any other size. Agencies of this size may be struggling to adjust to growth, as individual consultants may not receive the managerial attention that consultants at smaller companies benefit from. Decreased managerial attention can lead to struggling performance, reduced billing, and ultimately, a noticeable impact on revenue per consultant/salesperson. Meanwhile, larger agencies likely have the advantage of mid-level team managers to take the pressure off of branch managers and their teams. Headcount and Branch Expansion: Hiring plans for APAC recruitment agencies are healthy, with 84% of agencies planning to grow headcount in 2015, including 90% of agencies with 11 or more recruitment consultants and salespeople. Overall, 30% of APAC recruitment agencies plan to expand into new branches in 2015. This percentage includes 16% of agencies that plan on expanding into another country. Additionally, large agencies are particularly intent on expansion, as 64% of agencies with 75 or more recruitment consultants and salespeople plan to open new offices in 2015. 1-10 11-25 26-74 75+ $0 $100,000 $200,000 $300,000 $400,000 $365,000 $356,000 $241,000 $365,000 Revenue per Recruitment Consultant/Salesperson by Agency Size % of Agencies Planning Branch Expansion by Agency Size 1-10 11-25 26-74 75+ 0% 20% 40% 60% 70% 64% 17% 44% 24% 10% 30% 50% 7 Revenue from Repeat Client Business: The 75% of respondents who generated over 50% of their revenue from repeat client business is a fairly modest percentage compared to U.S. and UK recruitment agencies, as APAC recruitment agencies seem to have their eyes open for new clients. That said, the amount of revenue that APAC recruitment agencies generate from repeat clients is still substantial, and a good sign of baseline consistency. Agency Health 25% 20% 15% 10% 5% 0% 0-9% 10-19% 20-29% 30-39% 40-49% 50-59% 60-69% 2% 70-79% 80-89% 90-100% 3% 5% 8% 7% 11% 18% 13% 21% 11% % of Revenue from Repeat Client Business Use of Vendor Management Systems: Over the next year, APAC recruitment agencies plan to significantly increase their use of vendor management systems (VMS), perhaps resigning themselves to the inclinations of larger clients. While 39% of respondents drove less than 10% of jobs through VMS in 2014, only 28% plan on such limited VMS use in 2015. Additionally, 13% of respondents drove 50% or more of jobs through VMS in 2014, but 28% of respondents plan to do so in 2015. 40% 30% 20% 10% 0% 0-9% 10-19% 20-29% 30-39% 40-49% 50-59% 60-69% 70-79% 80-89% 90-100% 28% 39% 8% 7% 18% 20% 10% 15% 11% 3% 8% 8% 0% 8% 5% 0% 3% 5% 2% 2% % of Jobs Driven through VMS 2014 2015 8 Average Fill Rate in 2014: The average fill rate of all APAC respondents was 47%. Sorted by agency size, smaller agencies experienced more success in terms of fill rate than larger agencies. This is likely due to a lesser quantity of job orders received by small agencies, but the efficiency necessary to fill over half of all job orders is still impressive. For this report, we defined fill rate as the number of job orders filled divided by the number of job orders received, multiplied by 100. Performance Benchmarks Fill Rate by Agency Size Overall 1-10 11-25 26-74 75+ 0% 20% 40% 60% 37% 38% 45% 51% 47% Despite the struggling state of the Australian construction1 and manufacturing2 industries, fill rates for these two industries, along with industrial placements, are the three highest among all sectors. The reason for this success could be similar to the reason for the success of small APAC agencies – there may simply be fewer jobs to fill (and a greater number of available candidates) in these industries during this period of contraction, making the efficient filling of job orders an easier task. Average Fill Rate by Industry 0% 10% 20% 39% Overall Construction Manufacturing Industrial Business Services Technology Finance/Insurance Healthcare Telecommunications Retail Government 30% 40% 50% 35% 39% 44% 44% 47% 50% 51% 52% 53% 47% 60% 1 Delgado, Ivan. “Australian Construction Index: Fourth Consecutive Month of Contraction.” FXStreet. FXStreet, 05 Mar. 2015. Web. 16 Mar. 2015. 2 Frazer, Simon. “Weakening Economy Blamed for