This is the UK version of Kelly's Hiring Manager Report.

1. UK
2015
The Hiring
Process Report

2. of hiring managers agree that
fast and efficient candidate
attraction aided by modern
technologies will be of most
benefit to the hiring process
over the next 3-5 years.
Technology and knowledge of how to engage
candidates will make the hiring process easier
THE TOP THREE
recruitment priorities
for hiring managers
over the next 2–3 years will be:
Communication skills
and self-motivation are considered
to be the most important soft skills
for hires in 2015, closely followed
by engagement
Candidate
experience
(47%)
Focus
on effective
talent
recruitment tools
(42%)
of hiring managers think that growing
knowledge of how to engage
candidates will also be of great benefit
to the recruitment process
over the next few years.
Efficiency
of hiring
process
(43%)
74%
Social media and up-to-date
careers websites
are currently the most popular
ways to boost employer brand
43%
38%
The Hiring Process
of hiring managers
currently utilise
social media
believe an up-to-date
careers website
is important
52%
71%
57%
identify
skill shortages
as a major
obstacle in the
hiring process
cite talent
shortage
as a problem

3. The Hiring Process Report UK 2015 / Kelly Services
3
Background: The Hiring Manager Survey
T
he Hiring Manager Survey 2015 is an
innovative, new research study from Kelly
Services which looks at the future of
recruiting from a hiring manager’s perspective.
It focuses on three key areas of recruitment:
talent acquisition, workplace and generations,
and the hiring process itself.
The opinions of over 2,000 managers in charge
of hiring were collected from ten different
countries within EMEA (Europe, the Middle East
and Africa) and APAC (Asia Pacific). The findings
indicate common global trends which are likely
to be significant for recruiters over the next 3-5
years. And more specifically, they enable us
to find out more about hiring trends in the UK.
The Hiring Process Report
The Hiring Process Report identifies factors that
are currently influencing the hiring process and
reveals how hiring managers are responding
to change and preparing for the future.
This report aims to raise
awareness of key concerns
and identify aspects of the
process which businesses
should pay particular
attention to over the next
few years
The full report - which involves a complete
analysis of regional trends, based on the
responses of hiring managers from EMEA and
APAC - can be downloaded right here.
Alternatively, you can read on to discover
more about the specific key issues affecting
the hiring process in Britain.

4. The Hiring Process Report UK 2015 / Kelly Services
4
A Summary of Findings in the UK
W
hen asked if recruitment is more
difficult today than it has been over
the past five years - or whether
it has become easier - hiring managers in the UK
were divided in their response. When looking
to the future, however, their outlook is slightly
more optimistic than those in most other
countries with the largest proportion of UK
hiring managers (39%) expecting recruitment
to become easier in future.
It is the use of modern technology that is
expected to have the most positive impact
over the next 3-5 years enabling faster and
more efficient candidate attraction. 74% of
hiring managers in the UK identify this as a
key benefit and the majority surveyed globally
tend to agree. A growing knowledge of how to
engage candidates is also expected to assist the
recruitment process over the next few years,
as listed by 52% in the UK.
In contrast, there are certain factors that are likely
to make the hiring process more difficult. In the
UK, skill shortages have been identified as being
most detrimental with 71% foreseeing this
to be a problem over the next 3-5 years. Other
key concerns for UK teams include limited hiring
budgets and a general shortage of candidates
in the market.
Candidate experience has been identified in
the UK as being the biggest priority over the
next 2-3 years. This is in line with the majority
of other countries surveyed, and supports the
idea that monitoring and enhancing candidate
experience can attract, secure and retain top
talent. Effective talent recruitment tools and
hiring process efficiency are also key priorities
in the UK, but there is less of a focus on internal
mobility, adopting new technology and employer
branding, than there is in other countries.
The time it takes to fill a vacancy is the most widely
used KPI for evaluating the hiring process in the UK
– and indeed around the world. But unlike most other
countries, who list quality of hire as their next most used
KPI, hiring managers in the UK place far more emphasis
on the number of applications per vacancy.

5. The Hiring Process Report UK 2015 / Kelly Services
5
T
he most popular way for UK hiring managers
to measure quality of hire is by the length
of time a hire stays with the company, as
well as outperformance. The percentage of hires
who are offered a fixed contract is also important
in the UK as opposed to high scores during annual
evaluation, which is popular in some countries,
but less so in Britain.
A candidate with relevant experience is most
favourable, with 40% of UK hiring managers
describing their perfect hire in this way. The
right qualifications is also indicative of a perfect
candidate, as is someone who stays with the
company for at least 3 years. Similar to most
other countries, price-for-hire is no longer such
an important factor; in the UK only 10% list this in
their description of a perfect hire. But in contrast
to other countries, high performance scores are
also seen as a less important indicator.
Talent availability in the local market is the biggest
challenge faced by UK hiring managers on their
search for perfection (listed by 53%). Budget and
time restrictions are also obstacles, as they are for
the majority of hiring managers around the world.
Like most other countries, the UK considers communication skills to be the most important
soft skill for hires in 2015, followed by self-motivation. Interestingly though,
the third most important soft skill in the UK is the capacity to be a hard worker.
40% of UK hiring managers would look for someone who is hard working,
which is more than in any of the other countries surveyed.
In the UK (and in most other countries) social
media is currently the most popular way to boost
employer brand, followed by up-to-date careers
websites.
Hiring managers in the UK prefer to communicate
their employer brand via online means such as a
website, followed by social media campaigns. The
third most popular communications technique is an
email campaign, although for most other countries,
content creation is more widely used.
Finally, it is clear from the survey results that the
business of hiring is becoming a job for marketers.
And we are now seeing HR and marketing teams
sharing equal responsibility for employer branding
- not only in the UK, but around the world.
A Summary of Findings in the UK

6. ABOUT KELLY SERVICES®
Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a global leader in providing
workforce solutions. Kelly®
offers a comprehensive array of outsourcing and
consulting services as well as world-class staffing on a temporary, temporary-
to-hire, and direct-hire basis. Serving clients around the world, Kelly provides
employment to more than 555,000 employees annually. Revenue in 2014
was $5.6 billion.
Visit kellyservices.com for more information.
Connect with us on Facebook, Twitter, LinkedIn and YouTube.
ABOUT THE KELLY HIRING MANAGER SURVEY
The Kelly Hiring Manager Survey is an innovative new approach to uncovering
the truth about talent acquisition, the hiring process and workforce and generations.
Over 2,000 hiring managers across Europe, the Middle East and Africa (EMEA)
and Asia Pacific (APAC) responded to the survey between December 2014
and February 2015. The survey was conducted by Kelly Services. Data cleaned
and structured by Intelligence Group.