The ongoing political uncertainty has instilled a high level of caution in hiring organisations. Most HR recruitment has come from replacing leavers or for business critical projects.
The Human Resources recruitment market continues to fluctuate, with vacancies being consistently reviewed, changed and pulled. There is a general feeling that many organisations are unwilling to commit to hires during these politically unstable times as nobody truly knows what may be around the corner. Most hires have been replacing leavers or for business critical projects - we have seen a 25% reduction in roles available to date in 2019 when compared to 2018, but we are filling more vacancies which is a reflection of the ongoing need clients have to utilise agencies to secure and retain the very best talent.
In terms of regulatory changes having an impact on hiring, IR35 is the ongoing project on everyone’s mind. As of April 2020, this new regulation will affect all Limited company contractors. Hiring companies are looking at how this will affect their contractor base, putting in project teams to assess their current business operating model and looking to hire individuals who will set up internal recruitment and on-boarding processes to safeguard against this change.
A variety of roles have become available as businesses go through continuous change programmes; with TUPE and specific M&A experience being in demand, as well as a need for HR project professionals and core HR Business Partners.
Flexible working and the opportunity to work remotely continue to be promoted as a benefit for a range of roles - offering this is attractive to the large majority of HR professionals at all levels of seniority.
The industry, as a whole, is still very focused on reducing the gender pay gap and driving diversity. We are seeing this in terms of a focus on equal hiring programmes and companies looking for their recruitment agencies to demonstrate open and fair processes.
At present, there are a range of HR projects on the market. These are mainly continuing along the lines of technology change projects, HRIS implementations or large scale OD projects coming out of sales and acquisitions. Professionals who can display sufficient knowledge in any of these areas will put themselves in a strong position.
The biggest area where there seems to be significant demand is Capability, Engagement and Change. With businesses needing to swiftly adapt and change at the moment, being able to deploy talent to the best of their ability and keep them engaged is incredibly important.
If HR professionals are looking for a new role, it is always worth including any recommendations or testimonials that display your skills to support any applications submitted.
Interviewing is still being led by building rapport, therefore understanding specific terminology for each organisation you are engaging with and relaying this in the interview is a simple, yet positive step. A CIPD qualification will never hurt your application, committing to other qualifications around Psychometrics and/or anything around MI reporting is also useful.