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Latest Thinking - Market Trends

Market Trends

 

HR professionals gear up for growth

HR professionals gear up for growth
Positive growth remains for many UK employers and this has led to businesses significantly raising the head count of their HR teams in line with business strategy.
 
 
 

A clear picture of health for the HR recruitment market

A clear picture of health for the HR recruitment market
As we wave goodbye to the summer months, the HR recruitment market remains increasingly optimistic for both job seekers and employers alike. At the employer end of the spectrum, businesses continue to hire at a steady rate with particularly buoyant sectors being FMCG, Retail and Technology, Media and Telecommunications. As a result we are seeing an upsurge in activity within these key areas and this looks set to continue through into the end of this year.
 
 
 

The ever-evolving HR jobs market

The ever-evolving HR jobs market
As confidence in the economic climate continues to improve and businesses start to ramp up their hiring plans, activity within the HR job market has begun to escalate.

So, as more employers set their sights on tackling those skills gaps and strengthening their teams – which sectors in particular are now showing a propensity for growth?

 
 
 

HR recruitment predictions for 2015

HR recruitment predictions for 2015

As the UK emerges at pace into recovery, the pressure firmly turns to the HR team to attract, recruit and develop outstanding talent to support a company’s growth strategy. The candidate shortage is set to continue, so how will HR Directors deliver on these ambitious recruitment programmes across permanent, temporary, geographic and sector specific positions?
 
 
 

Businesses hiring HR professionals for tomorrow not today

Businesses hiring HR professionals for tomorrow not today

As the economic recovery begins to take effect, many CEO’s strategies turn towards that of progress, growth and expansion. The downsizing experienced during the recession has seen many companies feel the negative effect upon their talent pipelines for two – three years down the line, now having to balance a difficult mix of ‘grow your own’ leadership talent versus fresh thinking, experienced change- makers.
 
 
 

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