| War for talent set to escalate over next 12 months |
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| | Management consulting
recruitment in 2007 is
likely to be even more
of a candidate-driven
market than 2006,
according to the latest
recruitment channel
report from
Top-Consultant.com.
The sixth annual
Management Consultancy
Recruitment Channel
Report details the
trends, changes and
challenges faced by
candidates and
recruiters in the UK
management consultancy
market. New for this
year, the data collected
from 1,000 candidates is
complemented by the
responses of 140
management consultancy
recruiters who took part
in the survey.
It has been widely
acknowledged amongst
Top-Consultant.com’s
client base, and the
market at large, that
2006 saw an escalation
of “the war for talent”
within the management
consultancy sector.
Firms recruited more | |
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| | who bring prior
consulting experience to
the firm. Those coming
from industry are the
candidate type that
recruiters are most
likely to turn to when
recruitment targets
prove hard to meet.
By contrast,
university and business
school graduates seem
less of a priority –
perhaps reflecting
client demand for teams
that bring deep industry
or functional expertise
to a project.
To grow headcount
significantly, the
industry as a whole is
clearly going to have to
widen the pool of
candidates from which it
will contemplate making
its hires.
Asked what steps
their businesses were
prepared to consider in
order to reach their
recruitment targets,
assuming a tight
candidate market in
2007, recruiters’
responses show that a
relaxation of hiring | |
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| | criteria is far more
palatable than any
increase in remuneration
or hiring costs.
Recruiters indicate
they will be willing to
give greater
consideration to i)
those without prior
consulting experience;
and ii) those sourced
from overseas markets;
to overcome any
shortfall of candidates
from the existing talent
pool.
This willingness to
compromise reflects the
difficulties that
recruiters have been
experiencing of late.
Of recruiters
canvassed, 68% said they
could not generate
enough suitable
applications, whilst 39%
said they faced problems
with candidates turning
down offers. Sustaining
candidate interest was a
small problem by
comparison (18%),
highlighting the need
for firms to expand the
range of candidates they
will consider and to | |
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| | prioritise interviewing
those who are less
active in the
marketplace.
2007 Recruitment
Channel Report – your
copy
These findings were
drawn from
Top-Consultant.com’s
2007 recruitment channel
report, based on survey
data collected from
1,000 management
consultancy candidates
and 140 management
consultancy recruiters.
The report is crammed
with trend data and the
latest statistics
concerning recruitment,
retention and
remuneration within the
consulting sector.
Recruiters wishing to
receive a complimentary
copy of the full report
should email their
contact details to Bryan
Hickson:
bryan@top-consultant.com
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| | aggressively and
increasingly found
themselves competing to
attract the same set of
“experienced hires”.
2007 is set to be
even more competitive. A
staggering 92% of
recruiters stated their
recruitment targets for
2007 were higher than,
or on a par with, their
2006 targets. In
addition, 43.5% of
recruiters stated they
must make “considerably
more hires than in 2006”
– suggesting an
escalation of the war
for talent in 2007.
By source of
candidate, the survey
results clearly show
that recruiters still
very much intend to
fight over candidates | |
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