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Seasonal trends don’t apply – the summer is traditionally a quiet time for permanent recruitment but employers are not inclined to completely put recruitment off in this climate. As a result even newly-created HR roles are beginning to emerge. But the outlook is slightly more mixed for temporary, contract and freelance HR professionals.
Reviews are in vogue in the public sector. Many organisations are currently assessing the number of interim staff they have in place and whether or not they are essential to the business. HR interims in non-critical roles within the public sector are beginning to be released from their posts.
Central government department and regulatory bodies especially continue to push hard to reduce costs. We’ve seen some of these departments implement a recruitment freeze still while others are recruiting for business critical conditions only.
This is the first glimmer of a shift in focus from critical hiring to investing in the right staff landscape.
The picture is reversed in the private sector, particularly within banking and financial services, where the need for talent management and learning and development specialists has increased. This is the first glimmer of a shift in focus from critical hiring to investing in the right staff landscape.
But the pressure is on HR teams to fill their vacancies within tight timeframes. Where value for money is about the package not just the direct cost, some employers are ultimately paying a higher cost to hire due to rushed recruitment.
Employers looking to get the most from their recruitment practices will want to download our free guide, Recruitment in challenging times. HR professionals keen to be strong contenders for new vacancies will be interested in Your personal brand: making yourself attractive to employers.
