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For most of the nine years that this report has been Our thanks go to the 138 consulting employers /
produced we have enjoyed buoyant market conditions. recruiters who took part in our client survey and the
Understandably hiring sufficient consulting staff to 1,088 consulting candidates who participated in our
meet client demand has been the prevailing concern of candidate poll, without whose responses this unique
Consulting Partners and their recruitment teams. data could not have been produced.
We publish this 2010 edition at a time when the UK We hope you derive valuable insights from this report
consulting industry has just undergone a savage and as always look forward to serving your needs as the
contraction. Within the last months market sentiment year unfolds.
suggests consulting has turned a corner and the sector
is growing again, albeit very modestly. But it’s also
acknowledged that 2010 will be another tumultuous
year, with post-election cutbacks in the public sector
bound to impact consulting practices and particularly
regional consulting practices.
INTRODUCTION
Top-Consultant.com
Part
ONE
Our interactions with clients over the last months, together Financial Services practices which languished in 2009 are
with the survey data collected in January and February 2010, now looking to hire aggressively in 2010. Several other
point to a number of significant factors that will shape the private sector practice areas also anticipate a decent
hiring market over the coming year: upturn in hiring in 2010.
1. Hiring volumes will rise fourfold in 2010 compared 3. An expected deterioration in staff retention rates will
with 2009. Whilst this sounds like a dramatic change increase the demand for new hires; whilst an increase in
in fortunes, we must remember that with 2009 as our consultants looking to leave the sector will make it harder
backdrop we are starting from a very low base. So the for firms to replace these staff like-for-like with other
anticipated fourfold increase could equally be described experienced consulting hires. Competition for candidates
as a market where hiring volumes will only be 60% of will therefore increase more than the economic climate
what they were during the boom years of the last decade. might otherwise suggest.
Overall the picture is one of a glass half full.
4. The capacity available to support a hiring upturn – both
2. Hiring demand by practice area has undergone a sea within consulting firms’ recruitment teams and externally
change in the last months and this is expected to within recruitment agencies – has been dramatically
accelerate during 2010. The public sector practice areas cut back in the last 12-18 months and shortages in this
that kept many firms afloat during the downturn are now area are likely to drive up the average cost per hire as the
scaling back significantly in anticipation of the downturn market picks up.
that awaits them following the election – and indeed the
squeeze that has already been set in motion. By contrast,
private sector demand is increasingly buoyant and
SUMMARY
Recruitment Trends
PAGE 6 Top-Consultant.com
Recruitment Trends
volumes as a % of 33% 5% 20%
headcount
PAGE 7 Management Consultancy Recruitment Channel Report 2010
For much of the last decade the UK consulting industry has In the boom years a modest volume of new client wins could
enjoyed revenue growth rates approaching 15% per annum. be resourced by drawing on employed resources currently
This has almost entirely been achieved by an increase in the “on the bench”; but any sustained increase in demand
volume of billable days sold, rather than by fee rate inflation translated quickly into the need for additional hires. During Why not try advertising
– a consequence of the fact that procurement departments the severe recession we have just endured, the situation was
have driven an increasingly hard bargain with consulting rather reversed, with consulting firms needing to scale back for consulting
providers. significantly on their consulting headcount to avoid a massive
Not every firm has yet released their annual figures for 2009,
ballooning in underutilised staff. An interesting feature of
the modest upturn we are now experiencing is that growth
candidates on
but based on those already in the public domain it seems
likely that the industry will have suffered a revenue decline
is unlikely to be able to be resourced at all by drawing on
consultants “on the bench”.
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of around 12% during the year. Some of this will have come
about through a reduction in fee rates but the lion’s share is Those whose public sector assignments have been drying
actually a product of a ~8% decline in the volume of billable up and who find themselves lacking a billable client project
days sold. to work on do not generally possess the private sector
experience, sector knowledge and commercial acumen Our low-priced advertising
During the course of this year, it is expected that consulting that is being demanded by the rebounding private sector
revenues will see a very modest return to growth. A resurgence client base. Hence a growth in private sector client work is packages allow you to see
in private sector client demand is likely to be weighed down translating immediately into the need for new hires – and
by reductions in the public sector spend on consulting hires with very specific skillsets at that. for yourself the types of
services, resulting in only 2% revenue growth for the year.
results that recruiters are
Staff attrition experiencing by placing
The last piece of the puzzle is the expected deterioration in
staff retention rates that the industry will face in 2010. Given
their job listings on
that career moves in the last 2 years have been challenging Top-Consultant.com.
to say the least, it is no surprise that as recruitment picks
up more and more consultants can be expected to start
assessing their prospects with alternative employers. One of
the biggest surprises of the survey is perhaps that employers
do not expect a greater deterioration in staff retention than
we have factored into the calculation table above. Any Click here to find out more
underestimation of staff attrition rates would translate directly
into the need for greater numbers of hires and that is a factor
we must keep in the back of our minds as the year unfolds.
PAGE 8 Top-Consultant.com
One of the questions we were most eager to learn the answer More compelling still is the trend over time, where recruiters’
to was how employers felt their hiring volumes in 2010 would expectations are more positive than they were at the
compare to 2009. At the beginning of 2009 this same question beginning of 2008. Now let’s remember that that poll was
had very clearly pointed to the impending hiring slump that conducted before the collapse of Lehman but after the
we could expect to see unfold, so any change in sentiments troubles at Northern Rock had caused us all to be more
for 2010 would be closely watched. cautious in our business projections. Let’s also not lose sight
of the fact that the results from 2007 – at the height of the
boom – were noticeably more positive than they are now;
Figure 2: 2010 Recruitment targets vs. 2009 and for completeness let’s also restate that the 2010 figures
Make slightly Target for the must clearly be set against a far lower base of hiring in the
fewer hires year is to make preceding year than any of the other data points. So this trend
than last year, considerably
6.52% fewer hires is in no way a prediction that mass hiring will unfold in 2010,
Make as many
hires as last Make than last year, but rather that a decent improvement on the preceding year
3.62%
year, 13.04% considerably can be expected. For what it’s worth, our own expectations
more hires than
last year,
are that hiring will not be back to boom levels until the 2012
31.16% Olympics have been and gone.
Make slightly
more hires than
last year,
Figure 3: Recruitment targets 2008 - 2010
45.65% 50%
45%
40%
35%
30%
25%
2008
20%
Top-Consultant.com’s survey of 138 recruiters clearly shows 15% 2009
that over 3⁄4 of organisations expect to increase hiring this 10% 2010
year whilst 1⁄3 expect to do so aggressively. Again we must 5%
Fundamental to our assertion that incremental project wins that in public sector spend. Whilst numerous private sector
will not be able to be staffed by consultants on the bench is practice areas show encouraging expectations of hiring
the expectation that public sector demand is tailing off and growth including Energy & Utilities, Telecoms, Media &
private sector demand is on the up. By asking employers Entertainment, Technology and IT practices.
to identify the areas they expect to be undertaking the
most hiring we have been able to prove that this is indeed
the expectation for 2010 and also to identify some other Figure 4: Recruitment activity by practice area
interesting growth projections by practice area.
Leisure / Lifestyle
A score close to 1 in our chart indicates firms expect to make
Science / Research
little or no hiring in that practice area; while the greater
the number the more hiring is anticipated. Two significant Facilities Management
changes leap out at you from the above chart. Firstly we can Chemicals
see that at the beginning of 2009 there was a minute amount
of hiring in Financial Services expected to take place; yet one Automotive / Aerospace
year on this has leapt to being the single biggest area of hiring Transportation
activity. As the largest source of private sector consulting
Distribution / Logistics
spend, this change of fortunes in FS is particularly welcome as
we look to 2010 and hope that the year will produce modest Education
growth for the consulting industry as a whole. Engineering & Manufacturing
2010 are not more buoyant, with the very real fear that public Technology
sector spend on consulting will be hit by the impending
Information Technology
general election. Putting a positive spin on this, the possible
reality that politicians discover they cannot make the massive Healthcare & Pharma
savings in public sector expenditure needed without the Telecoms, Media & Entertainment
involvement of external advisors may actually mean these
Energy & Utilities
cutbacks are nothing like as bad as is being feared. But
nonetheless, the possibility that this picture is borne out Financial Services
cannot be ignored.
For the second year in succession Business Process Figure 5: Recruitment activity by type of consulting
Improvement consultants are expected to be in the great
demand from a hiring requirements perspective.
E-Business
1 2 3
2010 2009
Take advantage
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Staff attrition expected to deteriorate
Retention Trends
PAGE 12 Top-Consultant.com
When looking to the future, employers’ expectations are that Figure 7: Staff attrition rates 2010
in the coming year we will see a modest deterioration in staff 40%
attrition. The only surprise here is that the consensus view
The Consultancy
35%
is not for a more marked deterioration than this. Maybe this 30%
is a reflection of the fact that candidates turning down job 25%
offers has become a pronounced factor in the hiring market
these last months. A significant number of candidates appear
20%
15%
Careers Fair 2010
to be risk averse when it comes to leaving an organisation 10%
where their reputation is established and where they are 5%
clearly valued having generally avoided culls in the last 12 0%
months. But whether this can be expected to continue as the
Taking place on 24th
Staff attrition Staff attrition No change in Staff attrition Staff attrition
rates will rates will staff attrition rates will rates will
market further improves and job opportunities become more worsen worsen a little rates expected improve a little improve
extensive, that is a matter for some debate. We have kept in
September, this year’s
considerably considerably
Two interesting findings from this year’s survey are i) that Taken in combination, these statistics paint the interesting
consulting firms want overwhelmingly to make their hires picture of an industry where not all firms will be able to hire
from the ranks of the experienced consultant. Whilst in in the volumes they need – or will have to compromise on
parallel ii) there’s a reduction in the number of experienced the backgrounds of those they hire and open their hiring up
hires who’ll be looking for a new job within consulting – with to a wider range of prospective candidates. Recent history
increasing numbers planning to either stay put or to look for teaches us that the latter outcome is the more likely and it is
a new role outside of consulting. our expectation that hiring “must have criteria” will soften as
the year progresses and these hiring difficulties become more
pronounced.
Figure 8: Desired hiring profile 2010
5
3
Most likely to accept a job with a
consulting employer
2
Not looking to change jobs in the
next 12 months
1
Experienced Experienced Experienced Experienced MBA finalists University
hires from hires from hires from hires from the leavers / Most likely to accept a job with a
other industry Government City Finalists client organisation
consulting or Public
firms Sector bodies
Most likely to secure some other kind
of role outside consulting
2009 2010
Let us now look back at candidate activity over the last 12 When looking at which application channels candidates used
months and specifically the channels used to look for new during their last job hunt, it is striking to see three of the
career opportunities. Every year we ask candidates to record recruitment channels being used by a far greater proportion
the channels they used and the number of applications of candidates than the others. Personal contacts / referral
that they made through each. Collating that data allows us schemes had been used by a greater number of candidates
to analyse the penetration performance of the channels than any of the other channels; with recruitment agencies
(how many candidates have used each) and the share of and internet job boards also scoring highly.
applications achieved from each of the six major recruitment
channels: Figure 10: Application channels used last time to apply for a job
80%
• Corporate websites
70%
• Personal referrals
60%
• Newspapers
50%
• Recruitment agencies
40%
• Internet job sites
30%
• Social media
20%
Personal Recruitment Internet job Corporate Social media Newspaper
contacts / agencies sites websites sites adverts
referrals
Despite consulting firms’ best efforts to drive up their share Figure 11: Share of applications generated in last job search
of direct applicants, only a little over 40% of candidates 35%
have submitted any applications this way – a statistic that
30%
has proven remarkably difficult to raise above this level as
25%
our historical data will later show. Social media sites and
newspapers generated applications from barely 1 in 5 of the 20% Why not try advertising
candidates surveyed. The latter is not really a surprise given 15%
the demise of print media and the low volumes of print
media job advertising that have prevailed in the last couple
10% for consulting
candidates on
5%
of years. The lack of impact of social media is quite a finding
0%
though, particularly as we will see in subsequent pages that Internet job Recruitment Corporate Personal Newspaper Social media
consultants do make significant use of sites like LinkedIn. They
use these sites, but just don’t seem to use them as a place to
sites agencies sites contact
referrals
ads sites
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hunt for jobs.
Candidates were asked to score the likely channels they would As you can see from the chart below candidates clearly intend
use when next hunting for a new job, both to allow them to to modify their job hunt strategies only marginally during
change their bias to allow for dissatisfactions with their most their next job search. What is particularly striking though is
recent job hunt and also to factor in new developments the next chart where candidates’ past activity can be cross-
they’ve seen affecting the market like LinkedIn. compared with their intended future activity – the correlation
between the two is unmistakable! Given this, it seems likely
that the share of applications employers’ will receive from
each of the hiring channels is likely to remain fairly constant
for the foreseeable future.
4.5
3.5
2.5
2
Personal Recruitment Internet job Corporate Social media Newspaper
contacts / Agencies sites websites sites adverts
referrals
Looking forward
Social Media
PAGE 19 Management Consultancy Recruitment Channel Report 2010
80% 5
70%
60% 4
Recruiters – available
50% for a limited time only!
40% 3
30%
20% 2
10%
0% 1
At the time of publication,
Internet job
sites
Recruitment
agencies
Corporate sites Personal
contact referrals
Newspaper ads Social media
sites
all premium job listings
% of applications penetration future use appearing on Top-
Consultant.com will be
added to Jobsite for you at
no additional cost.
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Part
THREE
Let us now look at the penetration performance of the Figure 14: Penetration - Corporate websites
channels and the share of applications achieved from each of
50%
the five major recruitment channels. Data on the use of social
media as a recuitment channel has been collected for the 40%
first time this year and as a result the historical trend data is 30%
10%
5%
0%
2002 2003 2004 2005 2006 2007 2008 2009 2010
Corporate sites
Recruitmentchannels
PAGE 22 Top-Consultant.com
For the last eight years, bounty schemes have consistently Figure 16: Penetration - Personal referrals
achieved high market penetration generating applications
from ~2/3 of all candidates. What’s more, as we shall see 80%
later, they have also been the most highly-preferred way for 70%
candidates to make recruitment applications in management 60%
consultancy. 50%
40%
Personal referrals will never be able to generate a massive 30%
share of applications – few consultants are so well-connected 20%
to be able to leverage many approaches through their 10%
networks – and indeed this year the share of applications 0%
achieved through personal referrals has fallen to just 11%. 2002 2003 2004 2005 2006 2007 2008 2009 2010
However, it would not be wise to discount entirely the impact
that the continued growth of online social and professional
networking may make to the effectiveness of this channel.
Figure 17: Shares of applications - Personal referrals
Consultancies that are able to mobilise an effective internal
referrals scheme will be at a distinct advantage over 20%
competitors who cannot.
15%
10%
5%
0%
2002 2003 2004 2005 2006 2007 2008 2009 2010
Personal referrals
Recruitmentchannels
PAGE 23 Management Consultancy Recruitment Channel Report 2010
Figure 18: Penetration - Newspapers In the main, the historic newspaper advertisers (direct
employers and recruitment agencies) have continued to
50%
switch spend to online solutions - newspapers have suffered
40%
most in the last 8 years with candidate penetration levels
30%
having fallen very considerably indeed down to just slightly
20%
above 20%.
10%
0%
Some newspapers are countering this and looking to
2002 2003 2004 2005 2006 2007 2008 2009 2010
maintain what remains of their share of applications by
offering a number of agglomerated industry special editions
to advertising clients. Despite this initiative, newspapers are
now responsible for only 8% of applications from respondents
to this year’s survey.
15%
10%
5%
0%
2002 2003 2004 2005 2006 2007 2008 2009 2010
Newspapers
Recruitmentchannels
PAGE 24 Top-Consultant.com
Recruitment agency candidate penetration has held up much Figure 20: Penetration - Recruitment agencies
better during this recession than it did during the dot-com
100%
downturn. Back in the dot-com crash, minimising cost per 90%
hire became a real focal point of consulting employers – 80%
which played into the hands of low-cost sourcing options and 70%
harmed the recruitment agency sector. 60%
50%
40%
Noticeable during the last year has been a change in employer
30%
emphasis. Driving down the absolute cost-per-hire has been 20%
seen as less imperative than ensuring that recruitment costs 10%
are only incurred when a successful hire is actually made. In 0%
some respects consulting employers have been able to use 2002 2003 2004 2005 2006 2007 2008 2009 2010
contingency recruitment agencies as an insurance policy
for their businesses. Pipelines of prospective new candidate
hires have been sustained by recruitment firms at no cost
to consulting employers - until such time that is as a hire
is actually made. Where hires have been made they have
Figure 21: Shares of applications - Recruitment agencies
30%
typically resulted in consultants being brought on board who
are then immediately billable on client work - and so the cost
25%
of the hire has been far less of a concern to the consulting
employer than tying the cost of the recruitment activity to a 20%
successful outcome.
15%
Of course recruitment channels live or die based on the volume
of attractive roles that they are able to offer to candidates; and 10%
Recruitment agencies
Recruitmentchannels
PAGE 25 Management Consultancy Recruitment Channel Report 2010
Internet Job Sites enjoy the highest share of candidate usage. Figure 22: Penetration - Internet job sites
Internet Job Sites achieved just under 70% market penetration 80%
this year having taken share from other channels consistently 70%
for the last eight years. It is possible that their use is plateauing: 60%
time will tell. 50%
40%
Whilst there has been some volatility in job boards’ share of 30%
total applications, they remain the single biggest source of 20%
applications accounting for over 1/3 of all applications made 10%
by candidates. 0%
2002 2003 2004 2005 2006 2007 2008 2009 2010
50%
40%
30%
20%
10%
0%
2002 2003 2004 2005 2006 2007 2008 2009 2010
Part
FOUR
By polling 1,088 management consultancy candidates, we are We asked candidates to help us identify the best recruiters
able to recommend suppliers on three different grounds: based on their own experiences. We asked them:
2. The recruitment agents that have the greatest Eight individuals received the most praise. They are listed in
penetration or market reach amongst consulting no particular order.
candidates
3. The recruitment agencies that receive the most Figure 24: Best individual recruitment consultants 2010
praise (and the least complaints) from management Consultant Agency
consultancy candidates
Don Leslie BLT
Chris Sale Prism
One caveat we should state at this point is that selection
firms are for more likely to feature in this section than search Mark Pierce Michael Warwick Nicholls
firms. The former interact with huge volumes of candidates, Peter Nicholls Michael Warwick Nicholls
whereas the latter target specific individuals. As such, a search
firm that does a lot of work in the consulting space would not Angela Heath BLT
necessarily feature in the following sections. David Lancefield Selecture
Simon Trott Michael Warwick Nicholls
Richard Stewart Mindbench
The penultimate question in the candidate poll is: Figure 26: Top 8 recruitment firms by praise 2010
“Are there any recruitment agencies you would particularly Rank Recruitment firms
praise, and why?” 1 Beament Leslie Thomas
And the final question asks candidates to record any 2 Michael Warwick Nicholls
disappointing experiences they may have had when working
with recruitment agencies. Taken in combination, we are able
3 Prism
to produce a league table of the Top 10 most highly regarded 4 Mindbench
management consultancy recruitment firms, as voted by
consultancy candidates. Our warm congratulations go to the 5 Selecture
following eight firms. 6 FreshMinds
Special congratulations must go to BLT as outright winners 6 PSD Group
in this category, candidate feedback about BLT was truly 8 Korn Ferry
exceptional.
8 Investigo
8 Rethink Recruitment
8 Timothy James
8 Wilton & Bain
Figure 27: Regulartly review for consultancy job opportunities Figure 28: Best rated for finding a consultancy job
MCA MCA
Consultantsboard Consultantsboard
ConsultingLadder ConsultingLadder
eFinancialCareers eFinancialCareers
Executivesontheweb Executivesontheweb
Totaljobs Totaljobs
Jobsite Jobsite
Monster Monster
Exec-Appointments LinkedIn
LinkedIn Exec-Appointments
Top-Consultant Top-Consultant
2010 2009
40% 60% 80% 100% 0% 10%
2010 2009
20% 30% 40% 50%
PAGE 31 Management Consultancy Recruitment Channel Report 2010
NORAS Findings
Find out how your firm could attract consulting hires by:
• advertising on our websites
• advertising in our consultancy-focused publications
• accessing our CV databases
• running bespoke careers events
• participating in the annual Consultancy Careers Fair
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