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 Nicola
Grimshaw, Digby Morgan’s director responsible
for leading the commerce division, gives Human Resourcefulness
an update on the state of the market in her sector.
”The first quarter
of 2007 has seen an extremely buoyant market with
many clients feeling quite confident and working on
expanding their HR teams. There’s also a greater
confidence from the candidate population with many
new HR professionals coming onto the market. However,
within certain specific disciplines there is a significant
shortage of good candidates hence they are often controlling
the process with high salary expectations, double
and counter offers from existing employers who do
not want to risk losing their talented staff.
“Current areas of real skills shortage
and heavy demand include talent management, recruitment
and compensation and benefits. Top talent, particularly
at the £50-75k level, is moving fast and we
have to work extremely closely with our clients to
ensure a slick, efficient recruitment process. Clients
need to ensure that there is a good balance between
selling the merits of the organisation at an early
stage in the recruitment process alongside interviewing
thoroughly. Candidates respond well to thorough, incisive
interviewing where they feel appropriately challenged
and deeply questioned.
Retained Assignments
“Clients are increasingly looking to retain
us to work on an assignment basis as the contingent
method of recruitment is, at times, proving frustrating
and unsuccessful – often with several agencies
working on the one role. A retained assignment means
that the client’s organisation is best portrayed
in the market through a specific recruitment partner
with which it works very closely. This ensures that
the process is tightly managed and controlled with
candidates buying into the process at a very early
stage. In actual fact, the retained method often results
in a quicker, slicker recruitment assignment.
“Internet advertising still is being used to
attract candidates though, increasingly, we’re
finding that fresh talent is being attracted to ‘traditional’,
off-line advertising in, for instance, either The
Sunday Times or People Management. It would appear
that these media often attract the job browsers who
may not be proactively searching the Internet but
simply attracted to the advert in their broader reading”.
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