| New data shows consulting firms face a hiring crunch in 2011 |
| |
|
| | Consulting employers in
the UK are facing a
hiring crunch, according
to the latest data
published by
Top-Consultant.com.
Having surveyed 133
consultancy recruiters
and 1,216 consulting
candidates,
Top-Consultant’s
findings paint a
worrying picture for an
industry that has been
financially weakened by
the downturn.
With hiring activity
having already increased
threefold during 2010,
the data confirms that
70.0% of UK consulting
employers expect to
accelerate their hiring
activity further in 2011
– with 41.4% expecting
to “make considerably
more hires than last
year”. This surge in
hiring activity has been
driven by a dramatic
deterioration in staff
retention rates. Leading
employers in the sector
are now seeing staff
turnover of around 20%
per year, around three
times what was witnessed
during the downturn. The
result is that – just to | |
|
| | tread water – consulting
firms are having to
increase their hiring
activities very
significantly.
Across the sector,
the data shows staff
retention issues are
expected to worsen
during 2011. Add to this
a modest resurgence in
the health of consulting
practices serving the
private sector and the
industry is facing a
situation where very
substantial volumes of
hires will be needed in
2011. But the report
also cautions that the
profile of hires being
made is both demanding
and highly specific,
meaning that not all
candidates will benefit
from the upturn.
The full report is
downloadable from the
Top-Consultant site and
this edition marks the
10th year in which
Top-Consultant has been
collecting this market
trend data. Figures
revealed within the 2011
report include:
1. Expected hiring
activity for the coming | |
| |
| | year broken down by type
of consulting (strategy,
business process
improvement,
project/programme
management, etc), by
practice area (financial
services, public sector,
retail, telecoms, etc.)
and by preferred profile
of target candidate
(hires from the City,
competitors, business
schools, etc).
2. Expectations for
staff attrition rates
and candidates’ stated
intentions for the
coming year, revealing
how many are likely to
switch jobs and what
proportion will choose
to stay employed by the
consulting industry.
3. Detailed trend
data showing how
consulting candidates
have been conducting
their job search and how
this has changed over
time, including the
social media, online
job-boards, newspapers
and recruitment agencies
deemed most likely to
reach consulting
candidates.
| |
|
| |
|
