In-house recruitment market is hot this summer
30 July 2014
It’s been a hot summer weather-wise – and the in-house recruitment market has also heated up.
Thu, 31 Jul 2014It’s been a hot summer weather-wise – and the in-house recruitment market has also heated up. Four experts in recruiting recruiters for in-house roles spoke with Recruiter about what they are currently seeing in the market.
James Ballard, Annapurna Recruitment: “It’s really busy out there. I’ve never seen it so busy, it’s literally bonkers.
“Particularly [in-house] IT recruitment is really hot. It’s a really hot marketplace because it’s such a specialist area.
“We’re seeing lots of people moving [to new roles] but the demand is still there and it’s expanding.”
Darren Hayman, Macmillan Davies: “It depends on what level. At mid-level [recruitment managers and similar], candidates seem to be taking a holiday. It’s becoming a candidate-driven market again, especially in in-house recruitment. They’re getting counter offers and multiple offers. Clients are discovering they need to streamline their processes or lose the candidate.”
Beth Miller, associate director, Digby Morgan: “It has really picked up. We have seen a lot more activity over the course of Q2. It has dropped off a little bit now but that’s probably because of the time of year – we are always quiet around August time, but I imagine in September we will be seeing a bit more movement again. We have definitely seen more roles coming through in the RPO [recruitment process outsourcing] environments with people looking for onsite recruiters.
“There has been an increase in the number of in-house roles as well, probably more at the junior adviser level rather than at the more senior end of the market. So really strong operational recruiters, ideally who have got direct sourcing experience.”
“There’s a lot happening in financial and professional services. We have also seen activity within the property and also telecommunications.”
Andrew Mountney, Aspen In-House: “There has been a move from contract hiring to permanent for most positions. That is a real swing from last year, with permanent hiring now representing 75% of our vacancies compared to 59% earlier in the year.
“There is more intent than for some time to develop executive search functions but the market remains small and much hiring is sub-£50k salary level.”
James Ballard, Annapurna Recruitment: “It’s really busy out there. I’ve never seen it so busy, it’s literally bonkers.
“Particularly [in-house] IT recruitment is really hot. It’s a really hot marketplace because it’s such a specialist area.
“We’re seeing lots of people moving [to new roles] but the demand is still there and it’s expanding.”
Darren Hayman, Macmillan Davies: “It depends on what level. At mid-level [recruitment managers and similar], candidates seem to be taking a holiday. It’s becoming a candidate-driven market again, especially in in-house recruitment. They’re getting counter offers and multiple offers. Clients are discovering they need to streamline their processes or lose the candidate.”
Beth Miller, associate director, Digby Morgan: “It has really picked up. We have seen a lot more activity over the course of Q2. It has dropped off a little bit now but that’s probably because of the time of year – we are always quiet around August time, but I imagine in September we will be seeing a bit more movement again. We have definitely seen more roles coming through in the RPO [recruitment process outsourcing] environments with people looking for onsite recruiters.
“There has been an increase in the number of in-house roles as well, probably more at the junior adviser level rather than at the more senior end of the market. So really strong operational recruiters, ideally who have got direct sourcing experience.”
“There’s a lot happening in financial and professional services. We have also seen activity within the property and also telecommunications.”
Andrew Mountney, Aspen In-House: “There has been a move from contract hiring to permanent for most positions. That is a real swing from last year, with permanent hiring now representing 75% of our vacancies compared to 59% earlier in the year.
“There is more intent than for some time to develop executive search functions but the market remains small and much hiring is sub-£50k salary level.”
