The Greek Labour Market barometer RCI INDEX November 29 th, 2007 Zoe Kourounakou Director Applied Research & Innovation 2007, ALBA Graduate Business School 2007, Cranfield School of Management D e p a r t m e n t o f Applied Research & Innovation Projects with the support of ECDL Hellas
The Applied Research & Innovation Dept. Objectives 1. Promote the proliferation of academic research 2. Generate research opportunities for ALBA faculty 3. Explore potential teaching innovations 4. Pursue innovative opportunities for institutional growth 5. Remain in alignment and support the strategy of the School through through Funded research projects (23 completed) European Commission GSRT Others Self-sustainable activities Exploratory/experimental initiatives
The RCI survey Quarterly Index developed by Cranfield School of Management as a way of measuring expectations of future recruitment activity Established in Winter 1999 Gathers key recruitment data across all industries and occupations Distinguishes between two main indices: RCI for all staff RCI for managerial/professional staff Forecasts changes in the recruitment climate over a six month period The results are published and issued to the participants
Methodology http://www.alba.edu.gr/rci Online questionnaire at: www.alba.edu.gr/rci Time period: 1 st Round Dec 06 Jan 07, 2nd Round Jun 07 Jul 07 Use of ALBA s database to export contacts More than 1100 emails and 500 faxes sent out in each Round to HR directors, Recruiting managers and CEO s Two Reports (March( and July) The results were beyond our expectations! 180 and 161 completed questionnaires (1 st & 2 nd Round) 16% and 14.6% response rate respectively 56% Greek corporations, 44% multinational (1 st Round) 68% Greek, 32% multinational (2 nd Round) 215 companies completed RCI questionnaire so far (66% Greek, 34% Multinationals)
Demographics Round 1 Sector Service sector, 42% Industry, 19% Commercial sector, 22% Telecommunications & Transport, 10% Size 200-499 employees, 22% 25-99 employees, 20% 500-999 employees, 12% +1000 employees, 18% 100-199 199 employees, 15% Type Private companies, 96% Non Profit, 2% Public, 2% Region Attica, 86% Salonica, 6% Rest of Macedonia, 2% Aegean Islands, 1% Peloponnese, 2% Crete, 1% Round2 Sector Service sector, 22% Industry, 29% Commercial sector, 17% Telecommunications 9% Banking 8% Size 200-499 employees, 24.2% 25-99 employees, 17.8% 500-999 employees, 13.4% +1000 employees, 21.7% 100-199 199 employees, 14% Type Private companies, 94.3% Non Profit, 2.5% Public, 3.2% Region Attica, 84% Salonica, 7.1% Rest of Macedonia, 1.9% Aegean Islands, 0.6% Peloponnese, 2.6% Crete, 1.3%
The Barometer The Recruitment Confidence Index for the first 6 months in 2007, was: [122]] for Staff [109]] for Managerial / Professional Staff for the second half of 2007: [120]] for Staff [110]] for Managerial / Professional Staff.. expected increase in all future recruitment activities! The number of employees is expected to increase (exception: 2 nd Round companies with less than 25 employees) Salary increases will be according to Collective Agreements, however a significant nt percentage believe that they will be even higher Many companies will hire young graduates Most companies feel optimistic about their future (79% 1 st Round, 72% 2 nd Round) Companies will recruit more in Sales, Accounting, IT, Customer Service and Marketing Certified knowledge in the advanced use of IT is needed for all employees except receptionists, warehouse employees and salesmen, where a basic level l of knowledge seems to be satisfactory Companies use mostly: CV databases, internal recruitment, and jobs web sites In the process of selecting and recruiting personnel, companies are focusing more on communication and decision making skills Companies believe that productivity depends on Team work and Organizational Competences as well as Time Management
Forecasts per sector Round 1 80 70 60 50 40 ΒΙΟΜΗΧΑΝΙΑ ΥΠΗΡΕΣΙΕΣ ΕΜΠΟΡΙΟ ΚΑΤΑΣΚΕΥΕΣ ΤΗΛΕΠΙΚΟΙΝΩΝΙΕΣ & ΜΕΤΑΦΟΡΕΣ ΓΕΩΡΓΙΑ ΆΛΛΟ 30 20 10 0 Ενέργειες Προσέλκυσης & Επιλογής Νέου Προσωπικού Αριθμός εργαζομένων Αριθμός θέσεων που δεν καλύφθηκαν Οικειοθελείς αποχωρήσεις προσωπικού Δυσκολίες Προσέλκυσης & Επιλογής Νέου Προσωπικού Μεταβολές στη ζήτηση του βασικού προϊόντος / υπηρεσίας Services & Telecommunications expected the higher increase in recruiting activities & number of employees Telecommunications & commercial companies expected a higher turnover Construction & telecommunications expected more difficulties
Forecasts per sector Round 2 ΒΙΟΜΗΧΑΝΙΑ 90 80 70 60 ΥΠΗΡΕΣΙΕΣ ΕΜΠΟΡΙΟ ΚΑΤΑΣΚΕΥΕΣ ΤΗΛΕΠΙΚΟΙΝΩΝΙΕΣ & ΜΕΤΑΦΟΡΕΣ ΤΡΑΠΕΖΕΣ ΤΟΥΡΙΣΤΙΚΕΣ ΆΛΛΟ 50 40 30 20 10 0 Ενέργειες Προσέλκυσης & Επ ιλογής Νέου Προσωπ ικού Αριθμός εργαζομένων Αριθμός θέσεων που δεν καλύφθηκαν Οικειοθελείς απ οχωρήσεις προσωπικού Δυσκολίες Προσέλκυσης & Επ ιλογής Νέου Προσωπ ικού Μεταβολές στη ζήτηση του βασικού π ροϊόντος / υπ ηρεσίας Banking & Construction sectors expect the higher increase in recruiting ruiting activities Construction and Commercial companies also expect the higher increase in number of employees Construction, banking & Man. Industry expect a higher turnover Tourist companies & Banks expect more difficulties in recruitment
Change in the number of employees 60 50 40 36,25 57,3 51,25 A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ 30 28,65 20 10 0 9,55 ΜΕΙΩΣΗ ΠΑΝΩ ΑΠΟ 25% 0 0 8,75 ΜΕΙΩΣΗ ΛΙΓΟΤΕΡΟ ΑΠΟ 25% ΚΑΜΜΙΑ ΑΛΛΑΓΗ ΑΥΞΗΣΗ ΛΙΓΟΤΕΡΟ ΑΠΟ 25% 2,81 3,12 ΑΥΞΗΣΗ ΠΑΝΩ ΑΠΟ 25% In the 1 st half of 2007, 57.3% of companies expected an increase to the number of employees In the 2 nd half 36.2% of companies expect no change in the number and 51% expect an increase
Increase in the salaries Round 1 & 2 A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ 45 41,01 43,75 40 35 30 25 22,47 26,25 20 14,61 15 10 5 1,12 1,25 1,6 0,6 5,62 6,875 11,25 5,62 4,375 0 0% 0-2% 2-3% 3-4% 4-6% 6-10% >10% The majority of the companies expect a salary increase between 3-10% 3
Recruitment activities Planning & Difficulties 80 70 60 50 Αναμένεται να επιλεγούν Αναμένονται δυσκολίες 52,2 57,9 43,8 70,8 66,3 40 30 20 10 10,1 10 4,5 3,8 29,2 8,4 18,8 12,5 17,4 29,4 17,5 18,5 21,9 12,4 8,8 0 A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ A ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Επίπεδο Διοικητικού Συμβουλίου Αν ωτατο Διευθυν τικό Στέλεχ ος/επαγγελματίες Διευθυν τικό Στέλεχ ος / Επαγγελματίες Προϊστάμεν ος / Επαγγελματίες Νεαρά Στελέχ η / Απόφοιτοι Companies searched more for junior employees, management executives & specialized professionals last year Companies expected difficulties in finding professionals and management agement executives
Functions / Departments Planning & Difficulties 60 Αναμένεται να επιλεγούν Αναμένονται δυσκολίες 50 40 30 20 10 0 Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Α ΚΥΚΛΟΣ Β ΚΥΚΛΟΣ Πληροφορι κή/ Μηχανογράφηση Εξυπηρέτηση Πελατών Μηχανική Οι κονομι κά / Λογι στι κή Logistics / Δι ανομές Marketing Τμήμα προσωπικού Παραγωγή Τμήμα Αγορών Πωλήσει ς Sales, Accounting, IT, Marketing and customer service most popular jobs for recruiting this year Companies expected difficulties in finding employees for sales, IT and engineering
Recruitment methods Level of success Τοπική εφημερίδα Πανελλαδική Εφημερίδα Χρησιμοποιήθηκε Επιτυχημένη 0 20 40 60 80 100 120 R1 R2 Διεθνής τύπος Επαγγελματικό περιοδικό Εταιρική Βάση Βιογραφικών ΟΑΕΔ Website αναζήτησης εργασίας Άμεσο Marketing (φυλλάδια) Head-Hunters Εταιρίες Ευρέσεως εργασίας Σύμβουλοι επιλογής Πίνακες ανακοινώσεων/αφίσες Από στόμα σε στόμα Εταιρικό website Τηλεόραση/Ραδιόφωνο Εσωτερική αναζήτηση CV corporate database, internal recruitment, National Newspapers & Job Websites are the most popular methods used for recruiting & perceived eived as the most successful ones
Assessment of skills for the recruiting process Most desired skills for candidates Extremely Important Very Important Important/ Less Important/ Not Important Communication Skills Decision Making Team Management Innovation Customer Service Motivation Skills Negotiation Leadership Persuasion Effective Speaking & Writing Presentation Skills Stress Management Crisis Management Conflict Management Effective Meeting
Important Skills for productivity Which skills influence productivity Extremely Important Very Important/ Important Less Important/ Not Important Team Management Organizational skills Time Management Effective Speaking & Writing Project Management Stress Management Conflict Management Presentation Skills Effective Meeting Computer Skills
Importance of Certified knowledge of IT 72.5% of companies believe that it is important for candidates to have certified knowledge of IT 8,1 26,9 64,4 Καθόλου Σημαντική Σημαντική Πολύ Σημαντική Advanced IT knowledge is desirable for all employment levels Basic IT knowledge is only for Shop Sales assistants, receptionists & warehouse employees
The UK Barometer The Recruitment Confidence Index SPRING 2007 Quarter published at Personnel Today: [138]] for Staff [121]] for Managerial / Professional Staff.. expected increase in all future recruitment activities! Business Confidence continues to rise with significantly more respondents feeling optimistic (previous quarter 118, 113 respectively) Turnover is expected to rise over the next 6 months Companies recruit more in the area of sales Recruitment difficulties have risen (82% of companies) Pay increase expected to remain in line with inflation Extra findings (HOT TOPIC: Talent Management) Less than half of organizations have a talent management strategy The biggest challenge is to retain leadership talents On-the the-job training and external training most commonly used to develop talents Only 15% systematically assess the ROI of talent management processes
Demographics Sample 608 responses Companies with at least 25 employees Results have been weighted according to industry, region and size Size At least 250 employees, 50% Larger companies, 50%
Business Confidence Increase of optimistic companies from 67% to 72% (Winter to Spring 2007) More confident is the service sector comparing to manufacturing
Expected changes in Employment 49% expect to increase employment activities, 12% expect a decrease, 39% expect no change Service companies expect more recruiting compared to manufacturing ng
Expected changes in Staff Turnover Staff turnover is expected to rise during the next six months More manufacturing companies expect an increase compared to services firms
Recruitment Trends per Function Companies need to recruit over the next 6 months mostly in the areas a of Sales (22%), Finance & Accounting (17%), Customer Service (16%), IT (16%)
Recruitment Difficulties per Function Recruitment difficulties are expected to be slightly higher in the services sector compared to manufacturing (83% & 78% respectively) Difficulties are expected to be most common in engineering (67%), IT (47%), Marketing (41%) and purchasing (40%) More difficulties in management level and not graduate level (39% & 10% respectively)
Recruitment Methods Used Most Popular Methods Internal Recruitment Employment Agencies Regional Newspapers Professional Magazine Word of mouth
Recruitment Methods Success Most Successful Methods Internal Recruitment Corporate website Selection consultants Employment agencies Executive search Regional newspaper Word of mouth New method: TV/radio *Whenever used perceived as successful
Pay Increases by sector The majority of companies expect an increase of 2-4% (inflation level) Manufacturing appears to be more generous 10% of services companies will give no pay increase
Hot Topic: Talent Management Methods used for Developing Talents Most popular Methods: On-the the-job-training, external training courses, in-house training, coaching, mentoring Less popular methods: Sabbaticals, overseas assignments, assessment or development centers
Hot Topic: Talent Management Methods used for Managing Talents Most popular Methods: Succession planning, HR IT Administration tools, Measurement tools for engagement/commitment for key talent Less popular method: Rewards for key talents
Hot Topic: Talent Management Barriers to successful talent management Lack of financial investment is perceived as the greatest barrier r to successful talent management
RCI 2008 1 st Round 2008 will start beginning of December Will include trends Jan Jun 2008 Results will be announced February 2008 Stay tuned!!
Thank you