Registrations – How Was The Third Quarter?

Posted on | October 22, 2009 | Author: | mickh | No Comments

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Arras People operates a managed database where each applicant is examined and considered. The collation of this information (started in January 2009) provides an insight into registration trends and enables us to design our response.

The number of registrations during Quarter 3 was a fifth lower than the previous quarter which is perhaps not surprising given that this covered the holiday season. With data only available for the previous two quarters it is difficult to interpret this fully, although anecdotal evidence would suggest that July and August (in particular) tend to be quieter months for registrations and jobs.

Overall the percentage of candidates being accepted onto the database (53.4%) was close to the average of 52.6%. This suggests a consistency in our approach and the range of candidates being attracted to the Arras People website. Arras People operates a managed database where each applicant is examined and considered. The collation of this information (started in January 2009) provides an insight into registration trends and enables us to design our response.

For a full-size look at this graph, click on the image. Among the statistical intrigues you will find is that there is a significant increase in flexible registrations, as mere permanent only and contractor only registrations have given way to a candidate with a range of job possibilities.

The more significant trend moves comes in the individual categories. Contractor registrations have continued to fall and now account for only 17.8%; equally permanent applications have dropped to 27.8%. The consequence of these drops has been the corresponding increase in the percentage of candidates who are open to both contractor and permanent positions (i.e. Flexible) which has risen to 54.4%.

This is perhaps not surprising in the current climate where we are seeing fewer pure (i.e. day rate) contract positions. There has been a significant trend by clients towards fixed term contracts; these pay equivalent salaries with a limited duration commitment. Subsequently ‘traditional’ contractors are having to diversify to survive.

The contractors who continue to focus in their core area do tend to know their market and as such are more likely (73.5% during quarter 3) to be accepted onto the database than any other category.

Candidates who are ‘Flexible’ when registering are almost evenly distributed between being accepted (51.35) or not with the average suggesting an even smaller margin (51.3%).

Permanent candidates tend to be less able to demonstrate their suitability for inclusion with an average of 40.3% being accepted. Interestingly, the permanent category is more likely to attract candidates who are least suited to the project management field-based on our classifications.

What can be done?

In previous reports it has been noted that a candidate’s ability to be accepted onto the database is more a reflection of perception rather than experience. What is meant by this is that the CVs hint at sufficient experience but are let down by poor applications.

Arras People have invested a great deal in resources to help candidates to market themselves as effectively as possible. For those that require a more customized service the PMC Clinic is available.

The importance of marketing yourself cannot be understated. The levels of unemployment are higher than they have been for some years and as such candidates are having to work harder just to be noticed. The successful ones are those whose CVs stand out.

Candidates that are able to effectively market themselves stand a considerably better chance of finding their next opportunity. The Arras People database is managed specifically so that we have a talent pool that we can use with our clients’ assignments. The database is our first port of call for any new assignment and it would therefore make sense that to be in with a chance of being selected candidates need to ensure they make the grade.