Ok so we are now in March but in association with the February Monitor I wanted to make you aware of what I’m working on right now for in-house recruitment professionals.
The link below will take you to the Totaljobs website (you’ll also find us on Personneltoday & Changeboard) where some of our roles are published.
http://www.totaljobs.com/JobSearch/Results.aspx?Keywords=Napier+Wolf&Radius=5
In addition to this we are keen to hear from the following groups:
- Executive Search researchers looking to move in-house who have experience of the technology sector and want to work in the Thames Valley area
- Recruitment Consultants in London with experience of the Oil & Gas sector looking to move in-house/onsite or for an account management role for the first time
- In-house direct sourcing focused recruiters in the Oil & Gas sector in the Surrey area
- In-house recruiters who worked in executive search before moving in-house
If you are looking for a new in-house role but cannot see the relevant opportunity here please get in touch via andrew@napierwolf.com or find me on Linkedin or Twitter while I may not be working on the perfect role for you right now I’d like to be able to let you know about it in the future.
March 15, 2011 at 12:23 pm | Candidate, February 2011, Hiring, In-house, Latest roles, Monitor | No comment
February seemed to be a wait and see month for many recruitment professionals in their roles. Those recruiters we spoke to were awaiting higher recruitment volumes and greater attrition rates that they expected to see in February and March as people began to leave post-bonus but in many cases this was not as serious as expected. This appears to be in line with the rather nervous expectations of all communities in moving roles at the moment and as a result the emphasis quickly returned, as with January, to the difficulty of getting people over the line and into the business.
Many recruiters however reported a subtle but significant shift in this experience (in January’s Monitor we reported on how many recruiters were running great processes with great candidates but couldn’t get offers closed). Whereas before the issue was the latter stages of the process Recruiters in February stated the pressure point moved back to engagement. With less New Year cheer and ambition pushing people into considering new roles in the first place those who have been considering new opportunities in February across functions have typically been more committed to moving than their January peers but there are far fewer of them compared to the roles. The big February Front Line trend therefore was around attraction; how do you engage the great candidates and get them in front of hiring managers… But then again is that really a monthly trend, personally I think engagement is going to be the trend of 2011! Let’s see how we all feel about that next month!
March 15, 2011 at 11:14 am | Candidate, Clients, February 2011, Front Line, Hiring, In-house, Monitor | No comment
- With many businesses not having had to recruit recruiters for some time and finance/procurement putting pressure on the department to keep costs low in February a major trend was clients seeking to find candidates at an initial pay grade and then having to increase the salary range available during the recruitment process to attract the right talent
- Note. This was not always upwards, some businesses bought into the commerciality aspect of the sourcing skills of the recruitment consultant over the in-house professional and downgraded the salary and role to bring in external recruiters
- Many of the businesses hiring in February were US owned companies, these businesses still operating in a candidate rich market in the States have put tremendous pressure on EMEA counterparts to hire within the salary range where possible and have often missed out on preferred candidates by being extremely aggressive during salary negotiation
- The noted trend of “paid on results” for in-house recruiters receiving specific placement bonuses for directly sourced candidates has continued in February; while it is still rare there have been stand out opportunities where clients are keen to reward almost as an external recruiter with a percentage of salary or flat bonus
- As it becomes increasingly difficult to hire for all functions there has been an emphasis on seeking to find very strong relationship managers those who can manage expectation at line and ensure that candidates are offered who should be rather than the hiring manager holding out to see “just one more”
- Equally relationship management is becoming a critical part of the relationship with the candidate community. As social media continues to broaden people’s exposure to potential employers and brands there is an increased emphasis on ensuring rejected as well as successful candidates walk away with appropriate feedback and still seeing a hiring company as a potential employer; the risk of the rejected candidate relaying a poor interview experience are now much higher and as such experience of managing this is in high demand
- DELIVERY – This is still a major focus, hiring managers are still extremely focused on bringing in people they feel they can entrust a hiring target to and see it delivered to time and to budget. While many candidates are keen to talk strategy, marketing, routes to market, and about the impact of social media and their role in these areas time and again the client response is “that’s great but I just want someone who will deliver”
- Proper research and headhunting skills remain of great importance to hiring businesses. Many see this next stage evolution of their recruiting function to improve direct access to potential senior hires as a critical cost save and engagement improvement opportunity for 2011 but (SALARY WARNING) the pay rates are not what you would get in search firms and this does put some candidates off when the role is similar and there’s little internal exposure to hiring managers
March 15, 2011 at 11:12 am | Clients, February 2011, Hiring, In-house, Monitor, Salary trends, Skills | No comment
- It’s all about the career – In February there was one overriding theme amongst candidates and it is critical to anyone looking to hire recruiters currently that this is fully understood… “It’s all about my career”
- Candidates are currently extremely nervous of moving, at a time of year when salary rises and bonuses are being paid out by current employers and being received for the first time in a couple of years there is a natural distrust of unknown employers
- With a rise in recruiter opportunities in the market and regular feedback from hiring managers that there is a lack of quality in the market particularly around direct sourcing and stakeholder management the strongest candidates expect to be shown a lot of care and attention through recruitment processes and heading back to the financial piece briefly at offer stage
- Most candidates in the market are passive rather than active, happy to consider “perfect opportunities” but not desperate to move therefore they are looking closely not just at the role they are being considered for but the longer term, what career development is on offer beyond coming in and delivering the headcount?
- Career transition – Just as in January there remains a trend amongst recruitment consultants and executive search professionals to move in-house as a sea change in a career. Rather than this being a possible “New Year new career” blip we have seen a continuation of this trend
- As the salary data above indicates this group is very experienced in their current profession and are making a balanced career move to come in-house based on preference and also a perception that their own markets are being increasingly squeezed by their in-house peers delivering increasing amounts of recruitment in-house and thus affecting their own capacity to generate revenue
March 15, 2011 at 11:07 am | Candidate, February 2011, Hiring, In-house, Monitor, Skills | No comment
Permanent & FTC experienced in-house recruiters
- The average salary of this group in February was £47,400
- This is £6,000 higher than the average recruiter spoken to in January and represents a market trend for experienced in-house recruiters currently looking for a new opportunity
- This group are typically at the very top of the “recruiter” roles with no reports or potentially some administrative support but carrying out full life cycle of the recruiter role
- The average target salary for the group was £53,000 representing an expected salary rise of £5,600 to move, only slightly lower than January’s expectation at £6,000
- Bonuses ranged from 0-45% of base salary
- On average most recruiters were receiving a bonus of c.20% of base salary
- At the time of year when many recruiters are receiving their bonus or being advised recruiters we spoke to were broadly happy with their 2010 pay-out stating bonus was in line or slightly above expectation (albeit most had low expectations!)
- The average base salary of this group was £48,000
- The average target base salary of this group was £46,500
- So where this group in January were looking to break even on the transition in-house there is now not only a willingness to forgo bonus and commission they will now take a lower base salary to complete a career move
March 15, 2011 at 11:03 am | Candidate, February 2011, Hiring, In-house, Monitor, News, Salary trends | No comment