In-house recruitment teams continue to grow yet competition is high for the roles on such teams.
Three leading specialists in recruiting for in-house roles tells Recruiter editor DeeDee Doke about the jobs and specialisms they are finding most plentiful now.
James Ballard, partner, Annapurna Recruitment Group (Annapurna HR):
“We are entering the 2nd quarter of the year and it's quite remarkable to see the change in the upturn in the in-house resourcing market. A year ago, candidates would potentially be in the job market for months looking for a role, now it seems that candidates are receiving calls about multiple opportunities and often multiple offers to make decisions on.
“In particular there is a demand for candidates with resourcing transformation expertise, especially in the interim market. There is also a high level of resourcing partner mid-level roles for corporate head office skills and in particular the IT recruitment sector.
“With the economy predicted to improve further one can only predict that these trends will continue, which will have knock on upwards effect on remuneration offered and further churn in the market creating further roles exacerbating this cycle further.
“Finally, good news for in-house recruiters after six years of downturn and recession.”
Andrew Mountney, founding partner, Aspen In-House:
"At Aspen we’re continuing to see an overall rise in demand for in-house recruiters, continuing a month-on-month trend that continued for around a year.
“The main focus of hiring for in-house remains consistent: someone with agency experience but who has already moved in-house and learnt their corporate trade on someone else’s payroll.
“Typically, organisations are looking for recruiters to be operational, responsible for the life cycle of roles and personally sourcing. It tends to be a pre-requisite to be aligned by career to the functional area you will recruit for (highly technical software engineering recruiters and sales recruiters are in highest demand).
“Although based in the UK the role may align across Europe or EMEA, and again organisations will expect previous in-house experience of recruiting to that market.
“Salaries remain under pressure for in-house recruitment roles, typical budgets are £40,000-50,000 permanently or preferably on an FTC [full-time contract] with organisations seeking to avoid higher day rate engagements.
“In March we have seen signs of life in financial services for the first time in years with organisations starting the journey to get sign-off for roles now in the sector. There have also been early signs of higher paid opportunities and more strategic roles but in no great volume compared to the operational opportunities."
Jeremy Thornton, co-founder of Oasis HR: It’s no secret that we’re operating in a candidate-driven market where top talent are in the driving seat and in many cases have two or three attractive job offers or opportunities on the table. What’s more, requisition numbers are up and at Oasis HR we’ve actually seen a 66% increase in resourcing / recruitment job opportunities compared to the start of 2013.
“The real trends we’re seeing relate firstly to the type of resourcing role and secondly to the role content. We’ve seen a notable uplift in Resourcing Business Partners -- a clear reflection of the importance many organisations are placing on moving from reactive to proactive sourcing.
“Another key trend is the increasing demand for IT / tech recruiters. For many organisations, IT remains central to all businesses processes, and recruiting that top tech talent is crucial for remaining competitive in a digital world.
“In terms of role content, three areas stand out to us as being prevalent within the majority of job specifications. Firstly, a real focus on innovative direct sourcing methodologies; secondly, being able to tangibly demonstrate and measure quality of hire; and thirdly, improving the internal recruitment process to enhance candidate experience (particularly relevant given the current candidate-driven market).”