Professional Documents
Culture Documents
2012/2013
In Partnership with:
Introduction
In a time of great economic change, Blue Arrow understand the importance of continued market analysis to ensure clients and candidates alike are receiving nancial and service based rewards in alignment with market expectations. Our comprehensive study of the market has highlighted some encouraging trends, positioning the recruitment market as a whole as relatively optimistic. Companies are hiring and are planning to continue hiring over the next year, with a positive move towards more permanent hires. It is clear that employers are working harder to increase staff benets as a focus on attracting, retaining and developing quality candidates becomes paramount. Key skills amongst candidates are becoming increasingly scarce as top talent is snapped up by those organisations willing to invest. In the following document you will nd detailed statistical analysis of UK recruitment trends in relation to geographical spread, permanent and temporary hiring, benets and legislative changes, with detailed analysis into sectors and individual job roles. Blue Arrow would like to thank everyone who took the time to complete the survey.You have provided valuable opinions on the year ahead and enabled us to deliver this insightful information which we trust will be used as a valuable management tool for many recipients.
In Partnership with:
Salary Survey
The Headlines
The results from the Blue Arrow Salary Survey 2012/13 have highlighted a number of key ndings, including: Companies in the South & East, Wales and Midlands & West are planning to recruit the highest number of new permanent staff over the next year, with a predicted 31% of respondents from each region planning to recruit Companies within the South & East region plan to take on larger numbers of both temporary and permanent staff compared to other regions London is the only area where a single company plans to take on more than 500 permanent staff over the next year On balance, more companies plan to reduce temporary worker numbers than increase them Just under half of companies now offer 25 days holiday or more, with 11% offering 29 days or more Agency Workers Regulations have inuenced the recruitment plans of over 25% of companies surveyed
Overview
In total, over 500 people completed the survey, with a broad geographic spread across the UK (see Chart 1 below) and a wide range of industries (see Chart 2).
3%
12%
23%
London Midlands & West North Scotland South & East Wales
9%
4% 16% 9%
10%
Agriculture, Fishing & Forestry Catering & Hospitality Construction & Housing Creative Services Customer Service & Clerical Driving, Logistics & Supply Chain Education Engineering & Manufacturing
Facilities Management & Building Services Healthcare & Nursing Professional Services Public Sector & Not For Prot Recruitment & HR Retail, Lifestyle, Travel, Leisure & Tourism Sales Science & Alternative Energy
26%
31%
4%
5% 9% 13% 12%
Under 50 51 - 100 101 - 250 251 - 500 501 - 750 751 - 1000 1001 +
In Partnership with:
Salary Survey
Most of the organisations who responded to our survey (93%) employ the majority of their staff on a permanent basis, with just 7% employing the majority of their staff on a contract, temporary or freelance basis (see Chart 4).
Chart 4:
7%
93%
Permanently On Contract / Temporary / Freelance basis
Recruitment Plans
Looking towards the future, the good news is that many companies across the country plan to recruit new permanent staff over the next year, with the South & East region coming out top overall, showing that the economic growth in this area looks stronger than in other parts of the country (Chart 5). Whilst 43% of respondents from the South & East plan to recruit over the coming year, only 3% of respondents from Wales and 5% of respondents from the North plan to expand their permanent workforce over the coming year - showing a clear North/ South divide.
Chart 5:
3%
8%
Geographic spread of companies planning to employ more permanent staff over the next year
43%
26% 5% 15%
London Midlands & West North Scotland South & East Wales
Looking at the numbers in greater detail, Chart 6 shows us that 10% of companies in the South & East plan to recruit 100 or more permanent members of staff, whilst 59% plan to recruit smaller numbers of ve or fewer permanent members of staff over the coming year.
Chart 6:
3% 28%
10%
59%
Overall, the South & East region also plans to recruit a greater number of permanent staff per organisation (Chart 7 below) than other areas of the country.
Chart 7:
Wales
South & East 500 + 100 > 499 50 > 99 6 > 49 <5
Scotland
North
London
10
15
20
25
30
35
Number of companies
15% of respondents said that their companies plan to increase the number of temporary staff over the next year, 61% plan to maintain current levels, whilst 24% planned to decrease temporary staff levels (Chart 8).
Chart 8:
Does your company plan to increase, decrease or maintain temporary staff levels over the next year?
24%
Decrease Increase Stay the same
61%
15%
In Partnership with:
Salary Survey
The same geographic bias towards recruitment growth is once again reected in the planned recruitment of temporary staff over the next year, with the South & East region planning the highest levels of recruitment overall (Chart 9 below). However, companies seeking to recruit the highest numbers of new staff are located in the North and Midlands & West regions, showing some tentative signs of positive economic growth in these areas.
Chart 9:
Wales
South & East 500 + 100 > 499 50 > 99 6 > 49 <5
Scotland
North
London
10
Chart 10:
23%
Moderately Signicantly Not at all
5% 72%
Chart 11:
27% 54%
5 - 7.49 per hour 7.50 - 9.99 per hour 10+ per hour
19%
Breaking this data down further in Chart 12 below, we can see that the vast majority of lower paid jobs fall within the Front of House Junior roles with the higher paid jobs (paying 15 per hour or more) focused on Front of House Managers and Senior Chefs, who bring with them more experience and knowledge.
Chart 12:
50 40 30 20 10 0
Front of House Jnr Front of House Manager Cleaner Chef Jnr Chef Snr Kitchen Jnr
In Partnership with:
Salary Survey
Looking at the permanent side of Catering & Hospitality recruitment in Chart 13, you can see that the pattern of temporary pay levels is reected within permanent salaries for Junior Front of House staff. Senior Chef and Front of House Manager roles command a much higher salary of 25,000 or above, with a bias towards these higher pay levels in the South & East and Scotland as shown within our survey data (see Chart 14).
Chart 13:
120 100 80 60 40 20 0
Front of House Jnr Front of House Manager Cleaner Chef Jnr Chef Snr Kitchen Jnr
Salary levels of permanent roles within the Catering & Hospitality sector
Chart 14:
17%
9%
London Midlands & West Scotland South & East Wales
36% 34%
4%
Chart 15:
30 25 20 15 10 5 0
7.5 T onne Driver Category C1 Drivers Mate LGV C Driver LGV C+E Driver LGV Hiab Transport Yardsman/ Category Office Shunter C
Salary levels of permanent roles within the Driving & Distribution sector
Looking at a regional level in Chart 16, once again the majority (52%) of workers paid 25,000 or more per annum were employed within the South & East region, with the Midlands & West coming in second at 36%. With the Midlands & West being a key logistics hub for the UK, and a number of signicant airports and seaports located within the South & East region coupled with a higher cost of living, these higher pay levels will help to guarantee the retention of good staff locally.
Chart 16:
8% 4% 36%
London Midlands & West Scotland South & East
52%
In Partnership with:
Salary Survey
Chart 17:
10% 18%
26%
10k - 14,999 15k - 19,999 20k - 24,999 25k+
46%
When analysing a smaller sample of responses (Chart 18), we compared pay levels for Production Line Operatives and Pickers/Packers to see how pay levels at the lower end of the pay scale differed. Whilst respondents from the South & East employed a greater number of Production Line Operatives at the lower end of the pay scale, it was
London, the Midlands & West and the North that paid higher permanent salaries, whilst Wales, South & East and Scotland paid the lowest levels. The best paid jobs fell within the Engineering sector, suggesting a greater level of skill was required by the Production Line Operatives an observation which was reected in their levels of pay.
Chart 18:
18 16 14 12 10 8 6 4 2 0
South & East Midlands & West London Wales Scotland North
Chart 19:
19%
13%
10k - 14,999 15k - 19,999 20k - 24,999 25k+
30%
38%
This data is broken down further in Chart 20, showing that it is not only senior Admin jobs, such as Team Leaders and Ofce Manager roles that command in excess of 25,000 per annum, a wide range of mid-level Admin roles and Sales jobs also reach this higher salary level.
Chart 20:
Benefits
When considering a new job, potential employees not only consider the salary on offer, they also consider the additional benets that come with a job, such as holiday days, health care and bonus schemes. We asked a number of businesses what benets they currently offered their permanent staff, starting with the most common benet paid holiday days.
Chart 21 shows the breakdown of holiday days offered by companies. Just over half of all respondents (52%) offered 20 to 24 days holiday, with 11% offering 29 days or more to their staff. Of the 11% of companies offering 29 holiday days it was small enterprises (comprising 50 staff or less) or larger enterprises (with 1,000 staff or more) that were more likely to offer enhanced holiday benets.
In Partnership with:
Salary Survey
Chart 21: 5%
Looking beyond holiday days, a smaller number of companies offered specic benets to staff, with the four most popular being bonuses, exible working, pensions and training & development. Only 3% of our respondents claimed to offer a company car, and 2.4% a car allowance. A small number of businesses offer a wider range of benets including health care (4.2%), dental care (0.6%) and gym membership (1.4%).
6%
52%
Overall, the most commonly offered benets are those that help to develop the workforce further, or are relatively low cost (but still popular) options.
Conclusion
We are living in changing times but there are signs of growth in the future. The recent Agency Workers Regulations have had an impact on a signicant proportion of companies, and undoubtedly changed their approach to recruitment, potentially reducing the number of temporary jobs on offer in the workplace. Blue Arrow remains committed to working closely with companies to deliver the right staff to meet their individual requirements, meanwhile providing our candidates with the best possible jobs and working environments. We will continue to monitor the marketplace and share our insight with others to help develop understanding around sector growth and requirements. We would like to thank our partners for supporting this exercise, and we hope to carry out surveys together in the future to continue our market analysis.
Partners
We are proud to have the Craft Guild of Chefs as the Catering & Hospitality partner for the Blue Arrow Salary Survey Established in 1965 as a Guild of the Cookery and Food Association, the Craft Guild of Chefs has developed into the leading Chefs Association in the UK and has many members worldwide. Members come from all aspects of the food service and hospitality sectors working in a wide variety of positions from students and trainees to top management. No other association boasts such a broad and experienced membership. Aims and objectives As an association representing the interest of chefs, their aims are clear: We are proud to have AA DriveTech as the Distribution & Driving partner for the Blue Arrow Salary Survey AA DriveTech is the UKs leading provider of driver training, assessment and driver awareness schemes. Focusing on experienced car, van and professional PCV and LGV drivers, their business divisions offer specialist education that meets the needs of private, business and commercial drivers... and makes a difference. Established in 1990, AA DriveTech is one of the largest eet risk management & driver education companies in the UK. Based in Basingstoke, Hampshire they also have signicant training facilities close to the Transport Research Laboratories (TRL). The company became part of the AA Group in July 2009.
To develop careers and prospects of members To help members develop and maintain their knowledge,
skills and ability
In Partnership with:
Salary Survey
We are proud to have Toyota as the Industrial, Manufacturing and Warehousing partner for the Blue Arrow Salary Survey
We are proud to have Jobs & Careers magazine as the Secretarial & Admin partner for the Blue Arrow Salary Survey Jobs & Careers is a recruitment and training guide aimed at galvanising the most self-motivated, career-minded and proactive job-seekers across the country with expert advice on how to succeed in getting that job and taking the next step on the career ladder via national and regional print and digital editions, website and email newsletter covering the majority of the UK through an extensive and growing list of distribution partners and columnists, which includes the likes of: Blue Arrow, National Careers Service, National Apprenticeship Service, Remploy, Career Transitions Partnership (CTP/RFEA), Training and Development Agency for Schools (TDA), Twin UK, Rathbone, National Union of Students (NUS), Engineering UK, City & Guilds, British Chambers of Commerce, Army Careers, universities, libraries and more.
Toyotas decision to establish a manufacturing operation in Europe was announced in 1989 and Toyota Manufacturing UK was established in December that year. There are two manufacturing plants in the UK representing a total investment in excess of 2 billion and currently approximately 3,100 members are employed. The vehicle manufacturing plant is located at Burnaston in Derbyshire, the engine manufacturing plant is located at Deeside in North Wales. The rst car, a Carina E, drove off the Burnaston production line on 16 December 1992. The Avensis replaced the Carina E in 1997 and in 2008 the third generation Avensis was launched. In 1998 a second model, the Corolla, was introduced and in 2001 the new generation Corolla was launched. In 2007, production of Auris, the new Toyota hatchback, started replacing Corolla. Production of the Auris Hybrid, the rst full mass-produced hybrid in Europe, began in 2010. The processes at Burnaston include stamping, welding, painting, plastic mouldings and assembly and at Deeside machining, assembly and aluminium casting.
For more information about Blue Arrow please visit www.bluearrow.co.uk or call us on 0800 0855 777