| Recruiters are gearing up for the recruitment event of 2005 |
| Big guns sign up for the Management Consultancy Careers Fair |
| |
|
| | Interest in
Top-Consultant's
Management Consultancy
Careers Fair has been
snowballing at the end
of June and the
organisers now expect
350 company
representatives and
recruiters to take part
in the event, all hoping
to attract applications
from the 3,000
consulting candidates
due to be in attendance.
The careers fair,
organised in partnership
with the Management
Consultancies
Association, is proving
a hit with the World's
leading consulting
brands—all of whom are
battling to hit
challenging recruitment
targets for the year.
In recent quarters
the Management
Consultancies
Association has reported
its members are now once
again growing revenues | |
|
| | at double-digit
annualised rates. So
business is flourishing
and firms need to grow
their headcount
considerably just to
service the increase in
client demand. But the
booming market has also
caused staff retention
rates to suffer.
Consulting recruiters
acknowledge they are now
losing 15%-40% of their
consultants every 12
months— meaning that
just to stand still
their businesses must
attract sizeable numbers
of new recruits.
Taken in combination,
an increase in client
orders and worsening
staff retention has
pushed recruitment right
back to the top of the
Partner agenda. In
recent months firms have
begun to run inhouse
careers events,
re-advertise in the
national press and | |
| |
| | seemed like the ideal
way of marrying the
needs of recruiters and
candidates.
So often candidates
admit that the single
biggest block to them
applying to a firm is a
lack of knowledge about
what that firm can do
for their career and
what it would be like to
work there. The chance
to meet face to face
will allow recruiters to
address this issue and
consequently attract
many more candidates."
Whilst recruitment in
consulting is
experiencing something
of a buoyant spell, it
is nonetheless clear
that recruiting has
evolved since the last
boom period. Consulting
firms by and large are
now more interested in
industry or functional
expertise, whilst MBAs
are not quite the prized
asset they once were. | |
|
| | Overall recruitment is
now being led much more
by client requirements
than ever before, with
campaigns being prompted
by assignment wins and
the need to equip the
business with certain
types of expertise.
Commenting on this
trend, Keith Evans of
Prism Recruitment told
Top-Consultant:
"Recruitment is now
(and probably should
always have been) for
the most part ruthlessly
business case driven
with precise
combinations of skills,
experience and
competencies being
sought. Candidates need
to be aware of these key
drivers and address them
in order to be
successful in securing
the best roles."
| |
|
| | increasingly turn to
recruitment firms for
assistance. These are
all useful indicators of
how stretched firms are
now becoming.
Commenting on the
success of the Careers
Fair initiative,
Top-Consultant Director
Tony Restell said:
"Recruiters have
flagged up to us in
recent months just how
much their recruitment
targets have ballooned
and the concerns they
have about hitting these
targets. At the same
time candidates are
applying to consulting
roles in record numbers
and so the concept of a
major careers fair | |
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