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HR recruitment guide
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HR recruitment guide
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slow, with decisions taking months to come to fruition. Financial services is one of the busiest industries in terms of recruiting, but weve noticed a decline in HR professionals willing to work in this sector. The skills most in demand are change management and employee relations due to restructuring and redundancies. We have recently seen an increased demand in learning and development, which is a positive sign for 2013.
HR individuals to act as business partners and advise them on people strategy. In todays economic market, firms are looking to HR to provide alternative solutions to recruitment, talent management, retention and development. The HR market has been quiet partly because HR people have been utilised, challenged and valued by their employers in recent times.
Andy Montgomery, associate partner, Eton Bridge Partners (AM): Theres strong demand for specialists in change and transformation. In particular, employers have been looking to consolidate their position by producing greater efficiencies in back office processes, to produce leaner HR functions as a result. James Aston, director, search practice, BIE Group (JA): Despite a flat UK economy and wider Eurozone uncertainty, HR recruitment remains relatively buoyant. The HR skills most in demand are: organisation design, HR technology implementation including process design and technology configuration/implementation and employee relations consultation, reward and recognition. The latter is needed to support changes in regulation, pay and grading structures and incentive schemes. The key sectors are energy and resources; utilities, as the deregulated market continues to commercialise; retail financial services, due to the break-up of the larger retail financial services networks; general and life insurance, needed to support the consolidation of the market; and technology, media and telecommunications, driven by ongoing change within the retail mobile phone market and the growing demand for smart phones in particular. Debbie Gray, director, Totum (DG): When law firms look to recruit HR professionals, they tend to look for a higher calibre candidate than they did a few years ago. Consultative, advisory and commercial skills are now preferential to process, back office and administration skills. Firms want
Kim McNamara, business development director, Ashley Kate HR (KM): Theres a golden opportunity for talented HR generalists to lead from the front if they possess change management and transformation skills. Due to restructures, TUPE and M&A skills are in demand, coupled with candidates who can offer cost-saving ideas and manage the ever-quickening pace of change. Candidates with a mix of sector background will find the current market more accessible. Employee engagement experience is still high on HR recruiters wish lists. Maximising employee potential by updating performance management systems and talent mapping/succession planning initiatives have prompted a need for skilled L&D professionals. In the City, we are seeing an increase in HR roles in the charity, retail and FMCG sectors alongside a steady upturn in HR recruitment in financial services. There has been a decline in HR recruitment in certain sectors in the UK public sector restructures are still hitting hard, particularly in the NHS where there is little movement in HR recruitment.
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Barney Ely, director, Hays Human Resources (BE): Salaries remained stable throughout 2012 with relatively few organisations awarding substantial pay increases. However, those companies wishing to employ the most talented individuals in the market have to offer attractive salary and benefits packages. Areas of demand include experience of change and transition. Retaining the best talent is becoming a higher focus area and this could reflect a continued upturn in the demand for learning and development professionals. Michael Oliver, associate director, Advantage Professional (MO): HR skills related to attracting, retaining and maximising employee potential are in high demand as organisations drive towards efficiency. Reward, learning & development, organisational design, organisational effectiveness and talent specialists are highly sought after. Strong HR business partners have remained in demand across commercial sectors. There has been a shift in market confidence in key sectors, with an increased number of commerce organisations notably within FMCG, pharmaceutical, and technology growing their generalist and specialist HR functions. In contrast, financial services organisations especially those in retail or investment banking continue to adopt a conservative approach to recruitment, often utilising replacement-only policies. Nicola Grimshaw, CEO, Oakleaf Partnership (NG): The market is relatively busy right now. Reward is very candidate short and the number of jobs across the remit continues to grow with the increased profile of compensation and benefits. In the labour pool, theres a lack of expertise in benefits, pensions and mobility. The quietest area is on the learning and development side. Theres an ongoing demand for good HR business partners and HR managers across all industry sectors.
(JW): Companies who recognise HR as a strategic function rather than an operational department continue to develop their HR teams, which is driving some skill shortages. (DS): Employers are being more specific about their needs and will wait for the exact match rather than being open minded about skill set and sector. They end up recruiting like for like. (KM): Overall, the cost-cutting exercises that occurred in the recession have left companies short of the necessary skills needed to ensure survival in the current HR market. (JA): Often the training and development budget is first to be cut, which impacts the skills required for the future. Many companies have salary restraints in place, so cutting back on personal development will affect morale, motivation and the commitment for talented employees to stay and help the organisation through this difficult trading period.
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