Q3 2019 Strategy Recruitment Trends
Your quarterly update on the Strategy market, where we provide you with insights from both the previous and upcoming quarters.
What were the market trends for last quarter?
A spike in the number of roles coming to the market which is typical for the first quarter of the new financial year. A number of larger organisations kicked off key strategic projects or major, data led transformation programmes the desire to bring in candidates with between 2 - 5 years experience was high to ensure timely delivery over the next 6 - 12 months. At least externally there appeared to be a real push from organisations to get their technology strategy aligned to the overall business strategy. With technology being an enabler to drive stronger business performance
What are the major skills in demand?
Consultants with a deep understanding of Data Analytics to be able to both understand, translate and then explain complex problems whilst teasing out the commercial opportunities that leveraging an organisations data could bring. Candidates with off-shore experience working for or consulting to Fin. Tech's, Neobanks and Scale-Up technology businesses across Asia, The U.K and Europe were also highly sought after given the changing climate across the Financial Services sector.
What are the skill gap shortages?
Clients are looking for consultants to have a broad range of project experience no matter which level they are recruiting. The dynamic in the market has changed, whilst strong corporate strategy experience is still highly valued, the desire to have broader skillsets including data analytics experience, redesigning businesses operating models, exposure to emerging technologies and a clear understanding of how to deliver major transformation programmes has emerged as highly desirable.
What is the outlook for the next quarter?
There are no signs that the need for top talent will be slowing down as we enter the final few months of 2019. The challenge, and real test for organisations, is how they can line up their go to market strategy with their internal recruitment processes to enable them to engage, interview and subsequently secure the best talent in the market. The organisations that can streamline their recruitment process (which may include multiple interviews/meetings) to a matter of weeks as opposed to months will obviously win the day. Data, Data, Data will be the continued theme with organisations at very different stages of their use/understanding of what their data can do to increase revenues or understand their risks better. Putting the customer first is going to be the key to success in a changing, more competitive landscape and those who can be quick to the punch to understand what their data is telling them about their customers will gain a march on the rest.