Client hiring trends

Salaries

• Most clients and businesses now have a very clear idea of how recruitment fits into their organisation, as a result jobs are defined and typically so are salaries in the market at the moment; there is little flexibility at offer stage on pre-approved salary levels and typically little reason for them to be to make a successful hire albeit there is less comfort this year than last amongst candidates with the salaries being signed off
• Paid on results?  For the first time in several years I am speaking with businesses and recruiters who are looking to pay ‘commissions’ to recruiters directly based on performance.  This agency style model sees tiers of flat bonuses paid per recruit made based on direct sourcing and time to hire.  While still quite rare it’s a trend to watch in 2011 particularly in businesses where recruitment is lead from the US

Skills & Attributes

• The expectation of hiring managers for in-house recruiters is still very high and can make for a frustrating market for the more active candidate – many candidates are finding that because they have not worked in exactly the same market as the hiring firm they cannot get an interview
• The rise of the researcher; taking direct sourcing to the next level many businesses are going back to where they were looking in 2007/8 and seeking real executive search skills for their businesses bringing in researchers from headhunting firms who can map competitors accurately and provide a bespoke approach for specific roles this is particularly prevalent in professional services, energy, and TMT businesses

February 16, 2011 at 10:45 am | Clients, Hiring, In-house, January 2011, Monitor, Napier Wolf News, Salary trends, Skills | No comment