Digby Morgan has just completed an extensive research project amongst HR professionals – from companies of less than 5000 personnel - looking specifically at the areas of relocation, outsourcing and the state of the interim market. And, overall, you’ve never had it so good – Only 7% of HR professionals believe their organisation values HR less than it did two years ago!

Outsourcing – When it’s Right!

35% of respondents reported that one or more of the HR functions in their organisation had been outsourced (administration 25%, employee relations 5%, payroll 45% and recruitment 24%). However, of particular interest is the fact that only 44% of those working in organisations where one or more of the HR areas had been outsourced actually felt that their personal role had subsequently improved. 56% had seen no change in the quality of their job and only 44% believed that it had resulted in an increase in the overall influence or status of the HR function.

Of those who were aware of their particular corporate stance on outsourcing, 28% reported that it was under consideration - although 64% didn’t perceive it in a positive light. And, more pointedly, of those whose organisations were actively considering the possibility of outsourcing, only 55% actually perceived it positively.

Although only a relatively modest cross section of the HR population, it’s of some interest that many of those who may, in the near future, be involved in outsourcing of some nature, expressed some concern about it. Furthermore, it seems that of those surveyed it was felt that more routine tasks such as payroll and administration were more suited to outsourcing than areas such as recruitment and employee relations.

Relocation, Relocation, Relocation!

The age old adage that ‘location is everything’ would appear to be as true today as ever though the Digby Morgan survey did throw up some interesting statistics.

For example, overall just 42% would be happy to relocate within the UK and 39% overseas. But, when looking more closely at those with school age children, the statistics change in a somewhat unexpected direction. 61% would consider moving within the UK and 43% overseas. However, when citing reasons for not wanting to relocate, 70% highlighted friends and family (and 20% the cost and hassle factor). This might suggest that those with immediate family consider that they would be willing to move because they’re taking the family with them whilst those without children would be leaving a more disparate but, nonetheless, essential social and family circle?

Finally, only 23% believe that an unwillingness to relocate was a potential barrier to progression. Loyal to their career, not necessarily their present employer, they must consider that there are ample opportunities in their local area – and that can only be good news for the HR and recruitment sectors.

The Rise and Rise of the Interim

Overall, 73% of those surveyed consider that the perception of the interim is more attractive than it was two years ago, 66% would consider interim experience as a positive addition to their CV and 64% would consider an interim assignment now.

This only serves to highlight a thriving market for the interim. In fact, at Digby Morgan, it represents a significant part of the overall business and more than justifies the existence of a separate division of the company, HR Interims. A division that has continually delivered year on year growth rates of between 50-80%!

Reflecting this continuous growth, of clients running HR departments larger than six, 81% have made an interim appointment in the last three months and, where the client is running a department larger than twenty, this figure rises to 89%. And overall, regardless of the size of department, 64% of clients have made an interim appointment in the last three months.

Looking ahead, where the HR department is larger than six, 72% predict an increase in the use of interim staff - a figure rising to 89% in instances where the department exceeds twenty personnel.

75% of those currently working on an interim basis do it for the work/life balance and the opportunity to be in charge of their own destiny though 25% simply perceive themselves to be between jobs. Of those not currently working on an interim assignment 60% would be attracted to it for that elusive work/life balance and 40% would view it simply as a fill in.

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