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What does the data say?
Blog
Thomas Harrison
02 Jun 2020
HR
Capturing data is key so we can make data-driven decisions now and be informed of the impact in the future. But what does the data say about the current recruitment market?
By using data, we have been able to give our clients information on recruitment and shortfalls. This is to help them continue to support staff and secure the needed workforce for frontline staff.
Are workers still being recruited?
One of the big questions we looked to answer was, “Are workers still being recruited?”. Julian Panter, Business Director at Matrix SCM, has pulled together some statistics to show how the market currently looks and to discuss current changes.
“Prior to COVID-19, Matrix SCM saw 600 orders raised each week. Today we see between 350-400 raised. As of 2020, we saw a 50% decrease in new orders raised between March and April, and then a further 40% decrease between April and May. This may seem like a dramatic reduction, but one thing we did notice was the spend analysis was the same.”
Although we were seeing less than half the usual orders being raised by our clients per week, the spend and hours claimed remained the same. New orders were not being raised, but the ones that were had the same candidate conversion. Before COVID-19, the average order looked to recruit 1.7 (average) workers, and now we still see the same figures; meaning that the number of candidates were still the same.
Types of roles and re-deployment
With the decline in new orders, we also wanted to track which categories were being recruited most and least compared to others. Julian compared recent data to the previous year to see what impact has been had.
“We have seen an effect on professional areas (interims). In January, we saw 51 orders, and in May, we are down to 21. For example, engineers and surveying, we had 51 in January and 1 in May. However, social care (qualified/unqualified) and manual labour have still been our highest category of orders.”
For example our client, Belfast City Council, re-deployed 50 workers; training them as cleansing operatives and drivers to meet demands and to reinforce their front-line key workers. And in week one of lockdown, Lancashire County Council needed 100 care workers which is a huge increase to the normal demand.
To support our clients and help with redeployment and recruitment of front-line staff, we set up a new order justification response to COVID-19. This allowed us and our clients to track orders and find out where the most demand was. Since this, we recorded that 35% of our orders raised during this period were under this justification.
Are contracts being extended?
Normally, we manage 100 extensions per day. Currently we are looking at an average of 400 extensions daily, which is a considerable increase. With CR.Net, we can monitor this and feedback to our clients so they can see the demand and what needs to be actioned.
‘’We have seen a huge increase in extensions. From a sample of 15 clients, comparing extensions from this time last year to this year, extensions have increased by 150%.”
Are local suppliers being utilised?
As a Neutral Vendor, we have a diverse range of suppliers stationed across the UK. We ensure that all suppliers have key opportunities and our clients have full access to their local supply chain and SMEs. With the current climate, demand has skyrocketed for temporary staffing; especially to support front line workers.
Local suppliers have become key to supporting and filling this demand. 90% of Liverpool City Council care workers across 16 homes were filled by local agencies.
Using data to measure the current market
Being 13 weeks into lockdown, we wanted to show the changes that we’ve noticed and compare that data to previous years. For further information about the effects of Covid-19 on the temporary recruitment market, watch our latest webinar
It is crucial for local authorities to proactively plan for future workforce needs rather than reactively responding to demand. Anticipating and preparing for future skill requirements allows for a more strategic approach in addressing potential shortages, ensuring that essential services are not disrupted.
Organisations of all sizes face the challenge of acquiring and managing talent efficiently. Recruitment Process Outsourcing (RPO) has long been seen as a solution primarily for large organisations, but simply put, it’s just not the case. By partnering with an RPO solutions firm, you can create a more flexible and accessible talent acquisition strategy suitable for organisations of all scales.
Similar to the emergence of digitalisation, there has also been an increased focus on sustainability, with the public sector being a frontrunner for this. Sustainability continues to develop and grow, and this is no different when it comes to I.T. We are seeing first hand a massive uptake in emergency service organisations looking to procure sustainable hardware and software.
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