Hiring Trends: Recession introduces the ‘working interview’ and employers cite retention as key

(I-Newswire) September 14, 2009 - The economic downturn coupled with the resultant pressure on headcounts has led not only to an increase in demand for temporary staff but also to a new trend of ‘working interviews’. That’s according to the latest half yearly report and salary survey from specialist executive PA and office support recruiter Crone Corkill.

“Not only has the demand for temporary personnel increased as employers assess staffing requirements on a project by project basis, but we have also seen a marked increase in employment on a temp-to-perm basis”, says Lee Dempster, Operations Director at Crone Corkill. “What this means is that the temporary assignment has in effect become a form of ‘working interview’ where candidates can prove their worth before the organisation commits to increasing permanent headcount. “Additionally, organisations who are in the process of downsizing are now proactively working to find new employment options for their talented staff with stellar track records. This is resulting in very good candidates being immediately available at short notice, which is great news for other companies who are looking to recruit new talent for their own businesses. We expect this increase in temp to perm placements to be a continuing trend as job seekers recognise the opportunity to be able to make their mark - and employers take advantage of being able to evaluate their needs before finalising job descriptions.”

The report also highlights that retention is becoming a key issue for employers. Almost a quarter of the 600 companies questioned by Crone Corkill said that retaining talent would be their top challenge over the coming months as any recovery in the market will inevitably lead to employees evaluating other options as they become available. Consequently, employers are focussing on retention and engagement techniques to ensure that they keep their key people. These techniques include:

• Offering coaching and training
• Additional bonuses
• Changing the scope of roles to improve job satisfaction
• Offering flexible/remote working
• Salary increases

Employers were also asked what practices they had introduced to reduce costs during the recession. The number one choice was the introduction of staff sabbaticals, followed by part time hours and giving staff the option to buy extra holiday, a clear sign that employers are looking at retention rather than redundancy.

“We are definitely seeing signs of organisations preparing for recovery” says Dempster. “As well as looking at retention, employers are now re-addressing recruitment needs - particularly those which may have undergone significant restructuring at the beginning of the year and which are now ready to source the correct skills sets required.”

To download a full copy of the report which includes a salary survey, market updates and recruitment trends go to www.cronecorkill.co.uk/salarysurvey

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