There has been a lot written about the slowdown in recruitment this year and I think most of us working in the market have felt it.
The latest CIPD Labour Market Outlook found that 62% of employers are planning to recruit in the next three months, falling to 57% in the private sector.
I’m certainly seeing more consideration around senior HR appointments. Businesses are looking carefully at whether they need to recruit and at what level, while candidates who are settled in good roles are being equally thoughtful about their next move.
A quieter market doesn't necessarily mean an easier search
There may be more people applying for roles, but once you start looking closely at what an organisation actually needs, the shortlist can still become quite small.
At senior HR level, I'm looking beyond whether somebody has held the right job title. The type of organisations they've worked in, the situations they've dealt with, how they communicate and whether their approach will work with the existing leadership team all come into it.
The CIPD has also highlighted continuing skills gaps and mismatches in Wales. I think that's an important distinction in the current market: having more candidates available doesn't necessarily mean having more candidates with the particular experience you need.
Candidates are being careful too
Employers aren't the only ones thinking more carefully about recruitment.
Experienced HR professionals who are settled in good positions need a genuine reason to move. They want to understand the organisation, its leadership, the challenges they will be taking on and whether the opportunity is right for them.
That is why I would be careful about allowing a slower market to result in a slower recruitment process.
Taking time over a senior appointment is sensible, but unnecessary delays can still cost you a good candidate.
Getting the appointment right
When businesses are recruiting less, arguably there is even more reason to make each appointment count.
For senior HR roles, that means being clear about what the organisation needs rather than simply producing a long list of requirements and waiting to see who applies.
The market may be quieter, but finding the right senior HR person still takes thought, judgement and a recruitment process that works for both sides.
If you’re looking to hire a senior HR professional and would value a conversation about the market or your search, please get in touch.
