History and Evoluation of the recruitment Market

Historians will trace recruitment as a definitive activity back to ancient Roman and Egyptian times. 
 
After the plagues of the 14th century, there was a serious shortage of labour (agricultural sector)

Recruitment has always changed to reflect the market place and this continues to be the case in modern economies.

18th & 19th centuries- demand for household and domestic staff led to the development of agencies to meet these new requirements.
 
WW11- more women in jobs (previously restricted to their male counterparts)

After WW11-  American recruiters developed executive search (headhunting) techniques as shortages became apparent. 

Recruiters had to look at the broader market place to find candidates.

The appalling loss of life led to shortages in all sectors

Recruitment consultancies increasingly became popular as a response to this growing need. 

1970s- there was a shift from working with job seekers to working with employing organisations.

Late 20th century- big shift from blue collar to white collar.

This shift was rapid, aided by computerisation and automation and developed alongside new service industries; 

Travel,           leisure,            health,          education.

All of which required increasingly better qualified staff.

The jobs market is dynamic and evolving.

Introduction of new technologies leads to changes to work patterns, shifts in demand for different types of goods and services, all impact on the recruitment market.

Recruiters must continually adapt to the changing business environment.

Predicting the future of work is now an industry in its own right- forecasting rapidly changing employment and working patterns.

 
UK Government employment predictions demonstrate the rise in demand for flexible working
 

Organisations are under increasing pressure for flexible working patterns in order to meet employee demand, as well as enhancing competitiveness, productivity and also to deliver high quality services and products.

Large and medium-sized organisations appoint employment businesses and agencies to supply workers on a sole or preferred supplier basis. 
 
In these arrangements, business is tendered for and price is often based on the expected volume of business and the range of services required. 
 
Temporary recruitment- the tender will require that the employment business provides a manager or supervisor to work on site.

They offer volume and a period of fairly certain business not a series of intermittent short-term assignments

Margins may be lower- less attractive as recruiting temporary or contract staff with the required skills is difficult.

The dominant work organisation model 

‘Fordism’ - modern economic and social systems based on industrialised, standardised mass production and mass consumption, demonstrated by the Ford Motor company

Recent times have seen the emergence of new forms of work (e.g. ‘uberisation’, human cloud, selfemployment). 

The labour market of today is therefore characterised by the rise of a dispersed workforce and increasing working flexibility. 

Explain the history and evolution of recruitment

Top 3 recruitment sectors for both temp and perm

What does REC.WEC and IRP stand for? 

What value in terms of revenue does the temp and perm recruitment market in the UK have per year?

Name the top 3 complaints and how they can be resolved