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The View of the Analyst June 24, 2016 Presented to the Job Board … reece job board... · 2016. 7....
Transcript of The View of the Analyst June 24, 2016 Presented to the Job Board … reece job board... · 2016. 7....
The View of the Analyst
June 24, 2016
Presented to the Job Board Summit North
America 2016
Randle G. Reece, CFA
Vice President, Senior Analyst – Business Services Sector Research
Avondale Partners, Nashville, Tennessee USA
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Career Highlights:
• Two decades’ experience as a research analyst and investor in equities, with
heavy emphasis on service-oriented companies.
• Senior research analyst at Stephens Inc., Montgomery Securities / Banc of
America, Avondale Partners
• Buy-side stock picker for Mackenzie, Waddell & Reed, Hoover
• One-year interlude as Investor Relations Officer of StaffMark, a publicly traded
staffing company (now owned by Japan’s Recruit)
• Preceded investment career with 11 years as a newspaper reporter, editor
and columnist
Biography of the Speaker
• Global staffing industry
• Online recruiting / talent acquisition technology
• Professional consulting
… all about the business value of labor
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Avondale Business Services Research Focus
Defining the Talent
Acquisition Market
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•North American employers spent $83
billion to find and recruit labor
–$47 billion went to external vendors
– Largest categories of spend:
•Temporary / contract staffing
• Internal recruiters
• Job marketing – including help-wanted
– was a $4 billion business, less than
10% of market
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2015 MARKET SIZE
Sources:
Temporary and contract staffing – Avondale Partners estimate based on American Staffing
Association headcount statistics and projected gross margins
Contingent and executive search – Avondale Partners estimates
Job marketing – Avondale Partners estimates, based on proprietary industry sources
Employer marketing – Avondale Partners estimates
Applicant tracking systems –Bersin/Deloitte
Internal recruiters – Avondale Partners estimate based on Occupational Employment
Statistics, US Department of Labor
Referral systems and incentives, and other – Avondale Partners estimates, Bersin/Deloitte,
and sources of hires surveys from CEB, Jobvite, SilkRoad, and CareerXroads
North America Market: Talent Acquisition
Temporary and Contract Staffing 24$
Contingent Search 9
Executive Search 5
Job Marketing 4
Employer Marketing 4
Applicant Tracking Systems 1
External Spend: 47$ billion
Internal Recruiters 21$
Referral Systems and Incentives 2
Other Expenses 13
Internal Spend: 36$ billion
Temporary and Contract Staffing:
Markup on >$100 million of gross billings from staffing agencies to employers
Contingent Search:
$10,000 - $50,000 fee per successful mid-level search
Executive Search:
Retained search assignment, high-end jobs – fees $100,000 up
All of these high-cost segments are ripe for disruption
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MARKET SEGMENTS
North America Market: Talent Acquisition
Job Marketing:
Old – Help-wanted classified and display advertising
Now – Cross-media candidate acquisition, search engines, sponsored ads,
targeted campaigns, search retargeting, e-mail marketing, mobile apps, SMS, and …
WHY DO RECRUITING INDUSTRY PEOPLE KEEP SAYING “POST AND PRAY?”
Employer Marketing:
Brand advertising – Employer brand equity-building campaigns
Traffic acquisition for corporate career sites
Career network-building
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MARKET SEGMENTS
North America Market: Talent Acquisition
How the Labor Market
Shapes Talent
Acquisition
•2000: Growth rate of women’s labor force down in line with that of men
•2000: End of financial sector’s job growth leadership
•2000: Last year of job growth in publishing industry
•2001: Last year of job growth in communications sector
•2001: End of retail sector’s job growth leadership
•2007-10: Worst drop in construction jobs since World War II
•2009: Last material growth in government jobs
•2010-16: Slowest population growth rate since Great Depression
•2011-15: First annual increases in manufacturing jobs since 1998
Major Changes in the Past 15+ Years
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Changes Over the Past Decade
170
140
2005 2015
Hires Per Recruiter
1.3
1.0
2005 2015
Hires Per Job Opening
In the United States:
Hires per recruiter declined• Recruiting professionals increased at a 1.5%
annual rate
• Hiring volume in 2015 was 3% lower than it
was in 2005
• Private-sector jobs: 7% higher
Hires per job opening declined• Job openings increased at an annual rate of
2.7%
• Voluntary and involuntary attrition declined
• Job openings per existing job - higher
Are employers making smarter hires?
Or is something else involved?
Sources: US Bureau of Labor Statistics microdata, Avondale Partners research
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Labor Market Conditions Determine Needs of Recruiters
US Employment Metrics for Ages 25-54
Statistics for Men Statistics for Women
92%90%
90%
88%
85%
80%
85%
90%
95%
100%
Participation Rate Employed / Population
2.7%3.3%
3.9%
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
Unemployment Rate
70.9%
40%
50%
60%
70%
80%
Participation Rate Employed / Population
3.1%3.5%
4.1%
2.0%
4.0%
6.0%
8.0%
10.0%
Unemployment Rate
Among prime
career-age people:
Participation is in
secular decline for
men and women
Employment is
within a year of
approaching “full”
Large differences
persist among
occupations
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Are We in a Recession?
Unemployment Insurance Claims Momentum Indicator: Not A Recession
Sources: Avondale Partners calculations based on US Employment & Training Administration data; recessions as defined by the Bureau of Economic Analysis.
1967 1971 1975 1979 1983 1987 1991 1995 1999 2003 2007 2011 2015
Recessions Claims Momentum
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Why Are Job Losses Slower Than Ever?
0.5
1.0
1.5
2.0
19
99
20
00
20
01
20
02
20
03
20
04
20
05
20
06
20
07
20
08
20
09
20
10
20
11
20
12
20
13
20
14
20
15
20
16
% o
f E
ligib
le W
ork
ers
, S
ea
so
na
lly A
dju
ste
d
Sources: Avondale Partners calculations, based on data from Employment and Training Administration, US
Department of Labor
Four-Week Initial Claims
for Regular Unemployment
Benefits
1.0
2.0
3.0
4.0
5.0
Mo
nth
ly %
of U
S L
ab
or F
orc
e
Short-Term Unemployment Rates
Recession
1-14 Weeks
< 5 Weeks
Hiring is slow, but attrition is slower
Slowest
everEmployer’s view:
• High cost of attrition
• Little excess labor on hand
• More cross-company hires
• Difficulty of hiring
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Why Is Hiring Slower Than Ever?
Hiring is slow, but attrition is slower
Slowest
ever
Workers’ view:
• Iffy competition for talent
• Increased switching risk
• Clinging to benefits
• Playing out the string…
Age demographics are a key
factor
Mixed Messages from Hiring, Job Openings
Y/Y Growth Rates:
2011 2012 2013 2014 2015 Last 3 Mo
Workers Hired 5.1% 3.9% 3.8% 8.3% 4.8% 1.2%
Job Openings 18% 13% 7% 17% 17% 7%
Sources: Data from Job Openings and Labor Turnover surveys, US Department of Labor. Avondale
Partners charts and calculations. May 2016 = Avondale Partners estimates.
May-16, 93%75%
100%
125%
150%
175%
200%
2001 2003 2005 2007 2009 2011 2013 2015
Monthly Private-Sector Hiring, % of Job Openings
-
1.0
2.0
3.0
4.0
5.0
6.0
2001 2003 2005 2007 2009 2011 2013 2015
Mil
lio
ns
Monthly Job Openings Near Recent High
Hiring Remains Below Past Peak
Job Openings
Hires
Sources: US Census Bureau projections, Avondale Partners research15
Labor Market Conditions Determine Needs of Recruiters
The population ages 18-24 will not grow
in size for the next TWENTY years
The population ages 45-64 was the
fastest-growing demographic for 25
years
Soon, it will begin to shrink27% 24% 22% 22%
11%10% 9% 9%
33%
27% 28% 27%
18%26% 24% 23%
10% 13% 17% 19%
0%
25%
50%
75%
100%
1990 2015 2025 2035
US Male Population by Age
65+
45-64
25-44
18-24
0-17
24% 22% 21% 20%
10%9% 9% 8%
32%26% 26% 25%
19%26%
24% 23%
15% 16% 21% 23%
0%
25%
50%
75%
100%
1990 2015 2025 2035
US Female Population by Age
65+
45-64
25-44
18-24
0-17
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Implications of Age Demographic Shift
Lack of growth in 18-24 population
Decline in 45-64 population
• Brutal competition for college freshmen
• Greater reliance on older workers to fill entry-level jobs
• Lack of demand growth for products and services aimed at
young adults (apparel, games, devices, entertainment...)
• Rate of new family formation – slower population growth =
slower economic growth
• Coming shortage of experienced leadership
• Lack of demand growth for products and services aimed at
middle-age adults (cars, upscale homes, apparel, investments,
entertainment...)
• Faster rate of change as businesses depend more on workers
ages 25-44
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Implications of Age Demographic Shift
Growth of the 25-44 population
Growth of the over-65 population
• Competition for mid-level “career” jobs will intensify
• Shortage of entry- to mid-level jobs
• More older, part-time workers competing for entry-level jobs
• Faster shift from consumption to service economy
State of the Industry in
2016
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The Short, Unhappy Life of Online Help-wanted Advertising
Data sources:
Bars represent Y/Y percentage changes in two data series.
HWOL = The Conference Board Help Wanted OnLine census of US online job postings.
Openings = Nonfarm job openings, Job Openings and Labor Turnover Survey, US Department of Labor
-40%
-30%
-20%
-10%
0%
10%
20%
30%
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016
Year-over-year Changes in Percent
HWOL Openings
Online absorbed
the print help-
wanted market Market share
gains endedMarket share
losses began
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What’s a Job Board?
Staffing companies ...
Fortune 500 corporations ...
Social media ...
Networking sites ...
The government ...
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Recruiters’ Biggest Problems
• Competing for talent against “hot” industries with high stock-based compensation.
• Dealing with the sudden decline in productivity and soaring cost of print
recruitment ad campaigns.
• How to balance spending on internal and external recruiting resources.
• Adapting to the massive scale of online recruiting.
• Trying to develop wholly new processes around this new source of candidates.
• How to conduct candidate research and relationship management on a large
scale.
• Dealing with clunky applicant tracking systems and corporate career websites.
• Filter tremendous volumes of active, unqualified job seekers from the online
applicant stream.
• Develop research methods for identifying and connecting with attractive recruiting
targets.
• Manage frequent fluctuations in the corporation’s urgency about hiring.
1995-2000
2001-07
2008-13
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Recruiters’ Biggest Problems
• Recognize swift change in the labor market, make competitive offers fast enough
to hire high-impact talent.
• Hire/develop productive recruiters fast enough to keep up with need.
• Present job openings to targeted social media audiences (on mobile devices).
• Convert the gusher of social media applicant traffic into usable candidates.
• Recruiters will strain to handle the demands of corporate leadership:
• Insource procurement of temporary, seasonal and contract labor.
• Compete harder for direct hires of high-value talent.
• Employers will be “forced” to make more green hires – and deal with higher
attrition.
• Job marketing will move to cross-media, cross-platform, programmatic buying.
• Much spending will be done without anyone knowing whether the winners
and losers are justly decided.
• The cheap-and-easiness of candidate flow will subside as social media mature and
recruiters focus on targeted campaigns.
When that day comes, where will the recruitment marketing industry be?
2014-16
2017-20
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Mobile Apps Are Job Boards, Too
The mobile environment is especially well-suited to
search engines, hastening an adverse trend:
Search gets credit for job boards’ content
For now, mobile is a
job-discovery channel,
with applications done
on the desktop
Guess where job-
seekers go first on the
desktop, to locate jobs
they saw first on
mobile
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Parts of the Industry Are Growing – Some Aren’t
$0
$1,000
$2,000
$3,000
CY13 CY14 CY15 CY16E
US
$ M
illio
ns
Indeed
LinkedIn Hiring Solutions
$0
$1,000
$2,000
$3,000
CY13 CY14 CY15 CY16E
US
$ M
illio
ns
Monster
CareerBuilder
SEEK
Sources: Company financial reports, Avondale Partners research, FactSet currency exchange rates
Indeed – No. 1 in job search traffic
LinkedIn – No. 1 candidate database
In 2013, the three largest job boards
had about 2x the revenue of LinkedIn
and Indeed
In 2016, we project LinkedIn and
Indeed will beat them by >50%
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LinkedIn Aimed at Contingent Search, Hit Job Boards Instead
-
10,000
20,000
30,000
40,000
50,000
1Q 2009 1Q 2011 1Q 2012 3Q 2013 1Q 2016
Corporate Solutions Customers
Sources: LinkedIn, Avondale Partners research
Why LinkedIn succeeded:
• By far, largest source of
fresh profiles
• Timely launch of direct
sourcing tool
• After recession, job ads
were swamped with
“undesirable” applicants
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LinkedIn Growth Rate Is Coming Back to the Pack
Slowing Growth of Corporate Solutions Clients
Sources: LinkedIn, Avondale Partners research
174%
121%
63%
33%
1Q09-1Q11 1Q11-1Q12 1Q12-3Q13 3Q13-1Q16
Annualized
Growth RateWhy LinkedIn slowed:
• Client over-penetration
• Direct sourcing is less
effective in later-cycle
• Member data losing its
freshness edge
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What Explains This?
(Don’t take it as an indication of strength.)
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Indeed Had a Great Idea, Then Got Aggressive
Indeed.com is the most popular job-search site with
120 million monthly unique users in the US
• Indeed grew revenue >60% per annum in 2013-15
• We estimate 70% growth in 2016
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Who Gets Credit for the Hire? A Case of Marketing
A major problem for job boards:
ATTRIBUTION
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Why Does SilkRoad Credit Indeed with ~60% of Hires?
SilkRoad’s ATS enables its clients to feed job posts directly to Indeed
• SilkRoad credits Indeed as the source of applicants on the employer’s own site
• Indeed creates no job content
• But Indeed allows SilkRoad users to avoid paying for job posting traffic (at first)
• SilkRoad also credits Indeed as the “source” when Indeed sends candidates to
commercial job boards
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Stampede: Other ATS’s That Distribute Job Ads to Free Outlets
ApplicantProApplicantStackAvatureBreezy HRBroadbeanBullhornCATSClearCompanyCrelate TalentDeltekFinancialForceFitziiGreenhouseHalogen
HireHiveHireSelectHiringThingIBM KenexaiCIMSInfor HCMJazz (Resumator)JobBoard.ioJobviteLumessemyStaffingProNewtonOracle TaleoPCRecruiter
RecruiteeRecruiterboxTalenteraTargetRecruitTechnomediaUltiProUnrabbleWorkableWorkdayZipRecruiterZoho Recruit
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How Does the Job Board Business Evolve?
• Go “digital community” first – lead with real content
• Address the small and midsize business market
o 60% of US jobs are in firms with < 250 employees
o Giants get 80% of revenue from large enterprises + staffing firms
• Solve targeting – demand is real, execution is poor
• Have different solutions for all stages of the labor cycle
• Help employers find and use neglected labor supply
o 1.5 million Americans ages 35-54 among “shadow unemployed”
• Don’t be afraid of being 1) recruiters, 2) the ATS
• Don’t let attribution just “happen” to you
What May Come in the
Next Five Years
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Major Fallacy: Shift to ‘Service Economy’
29%34%
39%
43%42%
40%
10%9%
9%
17% 15% 13%
1985 2000 2015
Sources: US Bureau of Labor Statistics microdata, Avondale Partners research
Skill Composition of US Employment
Blue collar
Skilled service
Service
Professional
Service-sector job growth is lagging
Traditional service jobs are upskilling into professions
Future growth will be led by professional …
and blue collar
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You Should Prepare for These Events
• Demise (or death throes) of browser-based advertising
• Ascendance of pay-for-performance job advertising and automated
buying – and subsequent problems
• Cross-media branding + job marketing campaigns
• Intensified competition for talent: Longer time to hire, higher turnover
• Regulatory efforts to combat fake job posting / contact harvesting
• Newspapers begin dropping out of the help-wanted business
• Job search engines win the huge small/midsize business market
• The next economic recession – by 2019
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Contact:
Randle G. Reece, CFA
Avondale Partners, Nashville
(615) 467-3519
Twitter: @RandleReece