Welcome to the GRID!
Bullhorn is pleased to share the opinions, insights, and concerns of more than 2,000 global recruitment industry professionals here on the Global Recruitment Insights and Data (GRID) site, including several hundred APAC respondents.
What does 2021 like for staffing and recruitment professionals? Respondents are cautiously optimistic for the future, excited about the possibilities provided by technology, and dedicated to building better relationships. Read on to discover how your peers in the APAC region feel about approaching digital transformation, building candidate and client relationships, operating in the post-COVID-19 recruitment landscape, and more.
Recruitment Industry Outlook
2020 was an unprecedented year in most respects, and a challenging year for many in the industry. However, APAC recruitment industry professionals are generally optimistic about their outlook for the year ahead.
How do you expect revenue to change in 2021?
79 percent of APAC respondents expect revenue to increase in 2021. This gives them the most positive outlook of any region surveyed. Globally, 70 percent of respondents expect an increase.
Will agencies ramp up their investments in 2021? Roughly three-fifths of businesses plan to bolster their tech budgets in the year ahead. Even if you aren’t planning to invest in the year ahead, your competitors might be.
How do you expect the following to change in 2021?
APAC respondents were significantly more likely than their global peers to invest in technology in 2021 (60% for APAC vs 47% globally).
While the industry underwent a lot of change in 2020, the top three priorities for staffing and recruitment businesses are the same: it’s all about candidates and clients.
What are your top priorities for 2021? (Top 10)
Candidate sourcing is the top priority for APAC respondents again in 2021. This is possibly connected to the persistence of the talent shortage in 2020 despite higher unemployment rates.
For the first time in a decade, the talent shortage was not the number-one challenge for staffing and recruitment agencies. That said, the talent shortage still remains a key obstacle. Despite historic unemployment, agencies report challenges placing qualified talent. Read on for a deep dive into the many challenges agencies anticipate for the year ahead.
What are your top challenges for 2021? (Top 10)
While economic instability and COVID-19’s labor impacts will be a challenge for everyone in 2021, APAC respondents were the least likely region to cite either as a challenge.
A lot goes into a single placement of a candidate: gathering client requirements, sourcing, screening, onboarding, back office administration, and more. But which processes could use an overhaul?
Which part of the recruitment lifecycle is most challenging?
Respondents say sourcing is the most challenging part of the recruitment lifecycle. It’s also the process that staffing professionals say they’re most likely to automate.
Going into 2020, the talent shortage was the most persistent obstacle facing recruitment businesses, with respondents citing it at the top challenge for more than a decade. While COVID-19 and its impact on unemployment have impacted the candidate pool, it appears the talent shortage is still an issue most staffing professionals must contend with.
How would you describe the talent pool in the industries you serve?
The majority of respondents say there is still a talent shortage. Smaller businesses were the most likely to observe a shortage.
Building customer relationships is a top priority for agencies in 2021, but what’s standing in the way of that goal? While COVID-19 introduced some new complications into the mix, many of the top challenges standing in the way of winning and maintaining clients are all-too familiar to recruitment agencies.
What is your biggest obstacle to winning new clients?
Demand (hiring freezes) and unreasonable fees lead the pack as the top pain points for APAC respondents.
What is your biggest challenge pertaining to your existing clients?
Changes to job reqs—either reductions in volume or increasingly challenging tasks—account for more than half of reported answers as the biggest challenge when it comes to maintaining clients.
If you could change one thing about the recruitment industry, what would it be?
The industry changed in 2021 in expected and unexpected ways. If recruitment professionals got to make one change for the better to the industry, what would it be? Overwhelmingly, respondents are concerned about the reputation of the industry, even though some believe the negative reputation is merited. Client relationships came in a distant second. Respondents want better communication, more transparency, and better rates from clients.
Here’s what they said.
Shifting the reputation of recruitment agencies from negative to positive. Some recruiters from the previous decade have and continue to give recruiters a bad reputation through dishonesty,"fishing," and a lack of morality.
Make it more personable. People buy because of the person selling to them, not simply because of the product being sold to them.
Reputation, respect, and appreciation for recruiters
The Impact of COVID-19 on the Recruitment Industry
It’s hard to overstate the impact of COVID-19 on the recruitment industry. How will it impact the industry in 2021 and what will be the last legacy on the industry? Here’s what recruitment professionals had to say.
What will be the biggest impact of COVID-19 on the recruitment industry in 2021?
Nearly a fifth of respondents believe COVID-19’s effect on the unemployment rate will have the largest impact on the industry in 2021, but the majority of respondents still think they will have to contend with a talent shortage this year.
What will be the largest consequence from COVID-19 on the way your recruiting business operates?
Half of APAC recruitment professionals believe the rise of remote recruiting will have the most direct impact on their business.
What will be the largest long-term impact from COVID-19 on the staffing & recruitment industry at large?
41 percent of respondents believe the largest consequence for the industry at large will be a rise in remote jobs for candidates. Many have reported placing candidates for positions that were previously believed to require in-person presence.
Staffing technology is a substantial investment, but the majority of businesses express adoption woes. While many of the obstacles that prevent adoption are internal (lack of time and high turnover), the most common explanation falls on the vendor: limited training. Look for a provider with robust learning resources to ensure you get the most out of your investment.
How would you evaluate your team's adoption of your recruitment technology?
One-fifth of respondents (18%) have adoption figured out and another fifth are barely using their technology at all (little or no adoption).
What is the top obstacle preventing internal adoption of your recruitment technology?
Why aren’t businesses making better use of their staffing technology? It depends on who you ask; respondents supplied a variety of reasons that stand in the way of adoption. Interestingly, while C-suite leaders were likely to say their technology was too hard to use (15%), practitioners (recruiters, sourcers, and salespeople) seldom cited ease of use as a concern.
If limitations are preventing adoption, it might be time to consider a change in technology. However, one-quarter of respondents have either never changed staffing technology providers or haven’t changed in a decade.
When was the last time you changed your core recruitment technology to a new provider?
One-fifth of respondents have changed their core technology in the last year. The largest companies are the least likely to have made a recent change, but they’re also the most likely to be happy with their provider.
|We've never changed providers||19%|
|5-10 years ago||13%|
|2-5 years ago||19%|
|1-2 years ago||25%|
|In the last year||19%|
What prevents you from switching to a new core recruitment technology provider?
Respondents are significantly less likely to report fear of disruption as a reason to avoid switching providers than they were last year (14%), suggesting an increased openness to disruption after the unprecedented last year.
Like many other industries, the recruitment industry underwent a huge shift to remote work in 2020. And judging by the responses, don’t look for remote work to go away in 2021 or anytime after.
How many of your recruiters will work remotely in 2021?
APAC respondents are half as likely to say they’ll operate entirely remotely as their global peers.
|All our recruiters will work remotely||15%|
|The majority of our recruiters will work remotely||26%|
|Some of our recruiters will work remotely||38%|
|None of our recruiters will work remotely||20%|
How many of your business's internal employees do you expect to be remote AFTER the COVID-19 crisis?
Of all regions surveyed, APAC professionals were the least likely to predict that any remote work situations will be permanent.
Historically, the recruitment industry hasn’t always been known for embracing technology, but that no longer appears to be the case. How do respondents feel about digital transformation—the integration of innovative technology into all areas of the business for the purposes of improving operations and delivering more value to clients and candidates? The results are clear: the digital transformation of the industry is both a positive development and an essential one.
The last year saw a dramatic rise in the number of staffing businesses employing a digital transformation strategy. Heading into 2020, just 25 percent reported a digital transformation process.
How has COVID-19 and its aftermath changed your approach to digital transformation?
COVID-19 has had a direct impact on respondent’s approach to digital transformation. Agencies that don’t have a digital transformation process are now more likely to adopt one, and agencies that had one ramped up existing efforts.
|It has made us more likely to adopt a digital transformation strategy||34%|
|It has made us less likely to adopt a digital transformation strategy||2%|
|It has ramped up our existing digital transformation efforts||34%|
|It has slowed down our existing digital transformation efforts||9%|
|It hasn't changed our approach||20%|
Obstacles and Benefits
According to respondents, the biggest obstacle preventing the adoption of digital transformation is internal resistance to technology, while the biggest benefits are efficiency and increased flexibility.
What do you see as the biggest obstacle to embracing digital transformation?
Staff that do not view technology as an important business tool!
Current employees not being proficient with modern tech.
What do you see as the biggest benefit of digital transformation?
It helps you be prepared for the unknown. Our tech Investment in the prior two years has paid off well during COVID.
The automation of tasks to allow recruiters and salespeople to provide more ‘touch’.
It helps you become more efficient and better examine processes. There are way too many manual and paper-based processes. They’re highly outdated and they can be improved upon.
Which staffing and recruitment trends will you be closely following in 2021?
Respondents are most closely following technology trends in 2021, especially those that intersect with digital transformation or the increased role of remote work. Respondents are also closely watching the role of DEI (diversity, equity, and inclusion) efforts in the year ahead. Be sure to subscribe to Bullhorn for year-round research, interviews with staffing experts, and advice on these topics and more.