Hays Sales & Marketing - January 2010
Hotspots
Demand for Sales Representatives grew during the last quarter of 2009. As confidence starts to return, additional headcount in this area will be added this quarter as companies act to maintain or grow their market share and capitalise as the market bounces back. Those candidates with a proven specialisation within a particular industry sector will be most in demand as employers seek the best return on their recruiting investment. However the supply of quality Sales Representatives has already tightened. A proven commitment to previous employers is also valued.
Senior vacancies are available for candidates with sales and people management experience. While employers were previously focusing their recruiting activity at the mid-management level, there is now a renewed shift to incorporate strategy and direction into these teams.
Candidates with marketing and communications technical capabilities remained in demand, to a certain extent, throughout the GFC. This demand will strengthen further in early 2010 as organisations increase their online and digital presence.
Candidates with communications and marketing experience, particularly online marketing, are also sought by the Government sector for short to medium length contracts. Significant experience and/or specialisation in this field are prerequisites.
The coming quarter
Hiring intentions are positive across the board with organisations planning to recruit early to try and secure the best candidates before competition heats up. We expect the recent increase in temporary marketing and communications staff to continue now that recruitment budgets are freeing up.
Trends for contract requirements within the public sector will continue across the coming quarter. Projected permanent appointments of Sales Representatives and BDMs are looking more positive than they were in 2009. With recent appointments often made to candidates who are already in jobs, this momentum will help increase overall opportunities.
Executive trends
Executive recruiting activity is starting to increase in both the sales and marketing areas. Territory Manager and autonomous Senior Business Development roles are starting to become available once more. Roles increasingly require multi-skilled managers who can manage a key client portfolio as well as people and the business.
Employer trends
Many hiring managers still expect an employer-driven market, and so have strict requirements that may not actually exist. Some also expect to secure a quality candidate for a lower salary than they traditionally would have offered. This is particularly the case within the sales field.
However good candidates have maintained their market worth and recruiting based on a candidate's potential is once again important given the fast-moving nature of this market. We encourage employers to move quickly as quality candidates are snapped up quickly.
As the market improves further in 2010, candidate shortages in the above 'hotspot' areas will substantially increase.
Candidate trends
The availability of quality candidates at the $50,000 to $70,000 level is diminishing. Most candidates at this level have secured a permanent position. Those with significant industry experience in Government, IT, telco or other specialist areas are highly sought and supply has consequently fallen. When a suitable candidate is identified, employers need to move quickly. A slow recruitment process can instil doubts in a candidate's mind and reflect poorly on the organisation.
Offers are again being made to candidates who are already in permanent roles. With a number of people unhappy in their current role, more employed candidates will enter the job market. This will create more attrition-based recruiting needs as candidate movement increases.
