How is the UK Procurement job market recovering?

Hiring might not be top of your agenda at the moment but the procurement profession is lucky to have one of the more robust professional job markets.   Furthermore, the profession is facing unprecedented challenges to make some major cost savings in difficult circumstances, so it’s interesting to consider how that will impact on the demand for interim and permanent resources in the procurement job market?

We thought it would be useful to help you understand what we are seeing in the market whether you are planning to hire, trying to keep your best people or considering your own options.

Firstly let’s consider some interesting data seen by Edbury Daley from a report produced by Vacancysoft in conjunction with APSCo.   The research looked at trends across all professional job markets (with salaries of £40k upwards) in London and offered sector by sector trends. It told us the following:

“Prior to the COVID-19 crisis we would expect on average that there would be between 500 and 600 professional vacancies per day in the capital, across all sectors. With that in mind we can see that at the beginning of Q2, the five day rolling average was 167, understandable given that we were in the early stages of lockdown. In contrast, on July 31st, this had increased to 358, and, in fact, there were multiple days in July where daily totals exceeded 400. While there’s certainly still some room for improvement, the capital’s hiring is clearly heading in the right direction.

When analysing activity by sector, Technology continues to dominate in terms of vacancy numbers, with activity up 33% compared to June. However, while it accounts for a significant proportion of the capital’s hiring, Technology was far from the best performing sector when measuring month on month change, with other specialisms outperforming it including Consumer Goods & Services (up 58%) and Real Estate & Construction (up 46%.)

The fact that so many other sectors outperformed Technology in this regard has resulted in the share of professional vacancies in the sector dropping to under 30% of all roles posted in London, for the first time since before the outbreak.”

The top six sectors for hiring activity in London are Technology, Banking, Retail, Consumer goods, Professional services (accounting & consulting), Real estate and Construction and Insurance.

So what is happening specifically in the procurement job market?  Here is what we are seeing and hearing from across our network:

Hiring restrictions for permanent staff are still commonplace for major organisations in the UK across many verticals in the private sector.

Anecdotal evidence that we have gathered through speaking to people across the profession tells us that the picture is most positive in technology markets, pharmaceuticals, professional services, healthcare and banking.

New or additional headcount for procurement departments, a key factor that drives demand in strong markets (and salary inflation over recent years) is understandably rare and that in turn impacts on the demand for replacement hiring as there are less moves in the market generally to warrant said replacements.

There is little evidence of redundancies being made in procurement teams so far. The wider UK job market is braced for this in September and October but we expect procurement to be in a stronger position to maintain headcount than other functions.   Procurement leaders certainly hope this will be the case given the pressure they are under to deliver in key areas, particularly driving cost down projects where possible and maintaining business-critical supply lines.

The Interim Market

During lockdown there was a spike in interim contractors coming to the market having had their projects canceled or delayed with organisations moving swiftly to limit non-essential spend.  This has since slowed and there is now evidence of contractors having their assignments extended as cost-saving initiatives become more important, and in many cases gathering pace as organisations adapt to the current climate.

However, there is still significant spare capacity in the interim market as is demonstrated every time we advertise a role, and from the amount of incoming CV’s we have from people seeking new assignments.

With experienced procurement leaders talking about “pressure for cost savings like never before,”  (something we’ve also heard that consultancies and software vendors in areas like spend analytics) the interim market may offer quick, effective solutions to many organisations, particularly with the option to hire for six months or so before IR35 kicks in for the new tax year in 2021.

New Hiring Challenges

For those companies that are recruiting or thinking about their plans for later this year, it’s worth thinking about the questions that are facing hiring managers in this unique set of  market conditions:

How do you make effective hires without meeting candidates face to face?

How do you onboard people if your offices aren’t open or have limited capacity?

Are people reluctant to move jobs for security reasons?

What are employers’ work from home policies and how are they going to change?

We’ve been working with clients to address all these questions so if you want to hear how other companies are managing these challenges we’d be happy to help.

Please contact me via

Andrew Daley

Director – Procurement & Spend Management

Career Development In A Crisis

This article was originally published in the Spring 2020 edition of The Procurement and Spend Management Insider report.

As you’ve read above, the procurement, supply chain and spend management communities are taking this unique opportunity to prove their value in the midst of a truly global crisis. Procurement and supply chain is in a lead role for many companies, acting as the guiding light for organisations with supply chains under immense stress or sourcing new components for essential medical equipment required by health services all over the world.

We should be proud of the contribution and celebrate it when the opportunity comes along, whenever that may be. Hopefully it won’t be too long before we see our colleagues in a work or social setting!

We should also appreciate the fact that these unprecedented circumstances are offering some amazing opportunities for personal growth for the people involved.

There are opportunities to do different things that might not happen under normal circumstances in supplier collaboration and innovation. There are new challenges managing supply chain risks and visibility across multiple tiers of the supplier base, particularly for companies that rarely look beyond tier one suppliers.

For leaders, the need to bring your teams together to achieve great feats of teamwork whilst remote working presents real challenges. Employers and stakeholders are relying on you to adapt to these changes with the future of your business on the line.

For many senior management teams, seeing how your suppliers are adapting in these circumstances and understanding what they are capable of when managing their own crisis, fighting for survival, fighting for supply is a real eye opener.

Maybe you urgently need to find a new supplier or get to the front of the queue with existing ones? How are you doing that?

Whether it’s working with your stakeholders, customers or colleagues in new ways, making progress in circumstances where tools that you have traditionally relied on aren’t necessarily available to you, or overcoming problems when everything you have traditionally relied upon goes out of the window, this is all great professional experience.

And what should you do with it? Well one thing you can do is keep a diary of this period. You should document what you are doing, maybe share experiences with current and past colleagues, see what they are doing, what they are learning and what you might have done differently with the benefit of hindsight.

Because at the end of all this, it will be a great time to strengthen your CV because these are all great learning opportunities that are providing experience that will prove invaluable in the future. Experience that could be the key to your next promotion, internal or external job move because you now have knowledge that could prove invaluable when we work out what the new business environment looks like after all this.

And what if you aren’t on the front line, what if your company has furloughed you or doesn’t see the value of what procurement can contribute? Well don’t despair because that means you’ve got more spare time during all this which, if used wisely, could be very beneficial. There are so many valuable resources available to consume that will help you get some professional development.

Andrew Daley made a video about how to prepare yourself for the future of procurement. In it, he gives some guidance on how you can take responsibility for your own personal development, and for those that have more spare time than normal now is the time to embrace his suggestions and his six point plan to protect the future of your career.

You can access the video here.

Coronavirus Response – The Vendor View

This article was originally published in the Spring 2020 edition of The Procurement and Spend Management Insider report.

Most organisations have faced challenges they just haven’t seen before in recent weeks. Many have relied on their procurement and supply chain teams to act quickly and decisively to address those challenges, whether it be urgent cost saving activity or managing supply chain risks and stresses they might never have imagined.

The stories that we are about to share demonstrate how companies have been relying on their digital procurement and supply chain solutions partners to deal with some of the challenges they face. They also demonstrate the value of having adopted these solutions in better economic circumstances and perhaps send a message to those that had yet to truly embrace the era of digital transformation.


SAP Ariba was possibly the first solution provider to make a high profile move by opening-up Ariba Discovery by giving free use to customers and suppliers. They advertised this via their website and social media as soon it became clear that Covid19 was developing into a global supply chain crisis.

“We are witnessing unprecedented disruption to global supply chains as the effects of the Coronavirus continue to unfold,” said President of SAP Procurement Solutions Chris Haydon. “By removing barriers we aim to help accelerate connections between buyers and suppliers so they can quickly fulfil immediate supply needs during this time.”

Here’s a real life example of how this is helping out in the current crisis:

In March of 2020, ViaQuest Home Hospice was in short supply of personal protective equipment (PPE). In less than a day, SAP partner Premikati got ViaQuest ready to use SAP Ariba Spot Buy via the Premikati Marketplace.

By 4:00 p.m., ViaQuest had placed their first order for safety glasses. By 8:00 p.m. the much-needed glasses were shipped.

In addition to this SAP told us that: “To help buyers proactively analyze the overall risk associated with potential disruptions in their supply chains, SAP Ariba and Qualtrics created Qualtrics Supply Continuity Pulse. This offer is valid to new Qualtrics accounts for up to three months.”

The Qualtrics solution “combines procurement and experience management expertise from SAP Ariba and Qualtrics to deliver a pre-configured solution to help procurement and supply chain leaders quickly gain visibility into the health of their suppliers”.

SAP recognised that during this time of uncertainty and high stakes, active listening, visibility and collaboration are more critical than ever. To help buyers proactively analyze the overall risk associated with potential disruptions in their supply chains, SAP Ariba and Qualtrics created Qualtrics Supply Continuity Pulse.

Procurement and supply chain leaders can quickly launch this pre-configured solution, which issues a questionnaire to suppliers and reverts results immediately after suppliers respond. This supplier feedback can be used to help identify:

  • potential supply constraints and jeopardized delivery timelines;
  • areas to optimize business continuity and recovery plans; and ways to collaborate with and assist suppliers to help them meet demand.

As part of the launch of this initiative, Chris Haydon said: “We are trying to do what we can right now to help companies navigate this new world of unprecedented disruption. With Qualtrics Supply Continuity Pulse, we aim to help buyers gain the visibility they need to understand the operational status of their suppliers in near-realtime so they can better manage risks and disruptions.”

SAP has created a landing page with all available offers designed to help clients manage disruptions caused by Covid-19. As more offers are rolled out, you’ll find them here.

To us, this is just the sort of response that was required from one of the sector’s long standing leaders. We know from speaking to some of our long standing contacts in the SAP Ariba business that they are as busy as ever, working from home, doing all they can to support their customers and strengthening their business relationships in the process.


Rosslyn was very quick to react on behalf of its existing customers, immediately recognising that global supply chains were facing unprecedented challenges and risks.

Their initial communication to customers outlined that “the ever-changing landscape of countries affected and the knock on effect on global supply chains will need to be closely monitored by procurement and supply chain teams.”

To help existing customers with this business critical issue Rosslyn told them: “We have built a Covid-19 Supply Chain Risk dashboard for you. This dashboard will be provided on your RAPid home page as a separate Business Application titled GeoPolitical Risk Dashboard.

“This dashboard will be refreshed on a daily basis to help you with your efforts to stay on top of the changes within your supply chain. We will be providing this information free of charge to all of our valued clients. We will be fine tuning and updating this dashboard as quickly as we can. All updates will be provided free of charge to existing customers.

The dashboards will reflect your current data held within RAPid as of your last data refresh. As with all of your dashboards you can select and view data by category, supplier, country etc.”

One customer commented: “I appreciate that you have created this free for us, great customer service, this will no doubt be very useful as we plan our emergency supply chain process.”

This quick, effective response from Rosslyn has been greatly valued by customers across multiple industry sectors and helped identify many cost saving opportunities to particularly short time frames. We’ve all heard about the power of data for procurement, this is a great example of how companies that have embraced it are benefiting.

Further information about Rosslyn can be found here.


Here HICX tell us a great story about what they’ve done with one of their key customers:

There are many reasons why a single source of truth for supplier data is essential for large enterprises, and much emphasis is rightly placed on the strategic benefits associated with supplier collaboration, joint innovation, risk and performance management and seamless integration of supplier data across multiple systems. But during times of crisis, such as we’re seeing with Covid-19, an even more fundamental benefit quickly re-surfaces: who are our suppliers, and how do we effectively communicate with them all?

For large organisations with tens of thousands of suppliers, having supplier data spread across multiple systems, with duplicates, gaps and errors makes even answering these apparently simple questions something of a nightmare.

There are three steps which look simple, but without perfect supplier data, will seriously hamper a business as it responds to a crisis.

Firstly, where are our suppliers located? With the timing, magnitude and response to the Covid-19 impact varying so significantly, not just by region but by country, an accurate picture of risk has to be based on precise information about where suppliers are located.

Secondly, once you know where the suppliers are, do you have accurate and up to date contact information in order to be able to communicate with the right people?

And thirdly, even if you have accurate company and contact data, how exactly will the business communicate efficiently and quickly with the supplier community?

A single supplier information management system, designed to manage the end-to-end lifecycle of the supplier relationship, and built on sound supplier data management foundations, will enable very rapid and highly efficient communication to the right contacts at the right supplier unit, and in a way that delivers genuine business intelligence to support the critical decisions Boards need to be taking.

As a long-term customer of the HICX Supplier Management Platform, BAE Systems is already feeling the benefit of having this foundation in place. “We sometimes take it for granted but, without HICX, in a situation like this I don’t know how we would manage to contact 30,000 suppliers and build a picture of supplier readiness to support our continuity planning,” said Jerry Grable, Director, eBusiness at BAE Systems, Inc. “It would take a whole team of people pounding the phones for days or even weeks to do something I’ve been able to do on my own in a matter of hours.”

In response to the crisis, HICX is also providing a free-of-charge add-on module to its Supplier Management Platform that will enable companies like BAE to take the next step in understanding their potential supplier impact. Firstly, by mapping real-time and continuously changing Covid-19 outbreak and response data to a company’s own unique supplier footprint, and secondly by enabling fast and comprehensive surveys of supplier readiness without the need to email and then collate thousands of responses.

HICX estimates that the majority of businesses over $1B in revenue already rely on third parties to generate 50% or more of their total economic value, making it more important than ever that companies treat their supplier relationships as a board-level concern, and that starts with accurate supplier data.

Further information about HICX can be found here.


On a normal day, C2FO runs 250+ cash flow optimisation programmes for large corporates (including 25 of the 100 largest companies in the world) which spend $trillions with their suppliers every year. Due to the unique way that our platform works, we not only see which suppliers are interested in getting paid early (by the corporates or their banks) but precisely how much each individual supplier wants that capital to thrive or survive. As a result, we’ve seen the strain on supply chains and the increase in suppliers’ need for cash match the inexorable spread of Covid-19 across the globe.

We watched as demand from suppliers in China exploded in the run up to Chinese New Year. As the virus spread, we saw similar supplier behavior in EMEA and The Americas with demand for accelerated payment from SMEs increase more than tenfold.

Fortunately, our customers could map the impact on their suppliers from the near real-time data the technology provides and assess the damage that breaks in their supply chain could have on their business, now and when the health impact of the crisis subsides. As everyone knows, good suppliers are hard to find and harder to replace.

Here are a few of the heartening ways in which customers have helped their suppliers to survive and in other cases, have made it more likely that some of us will survive:

Walmart – dedicated cash flow for the most vulnerable suppliers

Walmart didn’t get to be the largest retailer in the world (> 2.2m employees, turnover > $500bn) by ignoring the needs of their suppliers. Before the crisis could bite chunks out of their supplier chains they concluded that the most efficient and effective way to get liquidity to their SMBs, which make up more than two-thirds of their suppliers, was to create a dedicated section of the C2FO platform for them and automatically focus support at especially low rates of finance exactly where it was most needed. As a result, the uptake has been extraordinary with thousands of suppliers that have never used the platform before signing up in just a few weeks.

Danone – rapid deployment of new technology
As a top 10 global food manufacturer that sells its products in more than 120 countries, Danone has experienced disruption to its operations as well as unprecedented, localised spikes in demand for its products, as customers raced to the shops to prepare for the worst. To help address this, it slashed weeks off the deployment of its supplier early payment technology.

“It is imperative for Danone to support its suppliers in their financing needs. Fortunately, C2FO allows us to make the most of our customer-supplier relationships, by implementing a flexible solution for us and personalised financing for them. The use of a digital solution is an advantage that will strengthen our links with our partners in a secure and efficient environment,” explains Yves Pellegrino, SVP Corporate Finance, Control and Services at Danone. You can read more here.

European top five medical device company – ramping up production of ventilators

While this company has been using C2FO for a couple of years the challenge for their supply chain was somewhat different: how to pay for the prodigious increase in resources required to satisfy the global demand for ventilators. The solution, was at their fingertips, allocated dedicated liquidity to those supplier partners at the tightest pinch points in supply.


We are currently supporting procurement and supply chain professionals with a variety of tools and sources of information.

We offer non-customers a special Coronavirus Supply Chain Visibility Kit which we designed just in time for this current crisis and is available until May 31 for special conditions. It gives organisations immediate insights into how their suppliers and supply chains are affected by various factors, for example, lockdowns, transportation barriers such as closing of borders, ports and airports, Force Majeure or bankruptcy.
We are providing a Coronavirus daily update summary by email which helps people understand the impact on their businesses.

It covers:

  • Status Quo
  • Impacts
  • Implications
  • What to expect with regards to global supply chains
  • Recommendations
  • Short and long-term actions

We have also organised a series of helpful webinars with industry experts and customers. Earlier in April we had a webinar entitled How to Protect Your Supply Chain During Times of Crisis with TIm Mishchiara, VP of Global Sourcing at Chamberlain Group. In May we have one with Forrester entitled Beyond Coronavirus: Finding the Right Balance for the Next Normal. All our webinars can be found here.

The riskmethods Solution helps customers to identify risk early, assess the impact and mitigate. This is particularly helpful in the Coronavirus crisis. Here is our customer Swiss Steel talking about how The riskmethods Solution supported them.


Another procurement analytics business that was quick to recognise its ability to support its customers was Sievo. They told us that: “Understanding the supplier base to be able to mitigate risks is crucial and that’s what we can provide to our clients. On top of the standard procurement analytics offering, we developed Corona Response Analytics a few weeks ago and that has been a really popular subject. There have been about 800 registrants in our webinars about that topic.”

They consider building the Corona Response Analytics dashboard to be “our biggest effort in supporting customers during this period. It combines customer spend and supplier data in Sievo with external data sources on the spread of the epidemic (Johns Hopkins University data) and supplier risk (including data from RiskMatters). Customers can also bring in updates from their suppliers, as they work to build an understanding of their spend-at-risk, status of suppliers etc. In crisis times, having a single source of truth for procurement spend is increasingly important.”

Sievo offered these observations from their customer base:

  • Some customers are shifting from a monthly to weekly refresh cycle with their spend data to track their situation more closely. Many customers are already on a weekly cycle, but we’re moving quickly to set it up for those that would like to switch
  • Primary questions for many have been: are a) my suppliers ok / financially stable? and b) what are my alternative suppliers for (single-sourced) categories or components.

So some great examples of how technology vendors are really making a difference at such a difficult time for their customers.

We’ve heard several other stories about vendors really making a difference for their customers, most notably the likes of Jaggaer and Proactis supporting the sterling work being done by their public sector clients in areas of critical, high demand like PPE.

What’s clear to us is that procurement and supply chain professionals are really reaping the reward for having invested in these solutions and training their people to use them. It’s giving people great career opportunities (more of that later in the report) and reinforcing the case for the digital transformation of the procurement and supply chain.

Many people believe this could be a catalyst for accelerated digital transformation in several industry verticals. We’ll be observing that closely over the coming months. Further information about Sievo can be found here.

You can download the full version of our Insider report here.

The Procurement & Spend Management Job Market – Four things to watch for in 2020

As keen observers of job market trends, it’s already clear to us that there are several factors likely to impact on the procurement world and wider professional employment markets in 2020. Here’s what to watch out for:

  1. Procurement Technology gains more traction?

Will 2020 be the year when the leading CPOs truly start to covet digital procurement skills?

We think so. Momentum has been building slowly for a while and the conversations we have with many leaders tell us there is more appetite now than ever.

The catalysts for many companies will be more focus on training and development supported by key strategic hires, often from organisations that are already innovators in this area.

Hiring people, who have been on the digital transformation journey and know the route to best practice use of tools like SAP Ariba, Coupa, Jaggaer and Ivalua will become increasingly common creating a more competitive market. It’s a finite pool of people, many of whom have been waiting for the opportunity to be the architect of this transformation for forward-thinking CPOs as the next chapter in their career. We’re excited about working on these projects.

        2. More growth for the solution providers?

There is already expectation in the market of a big hiring push at Coupa in 2020. The talk at Coupa inspire was of a planned investment of $55m in product development with strong rumours that this will be supported by aggressive hiring. 2019 saw significant PE backing at several vendors, most notably Ivalua and Jaggaer, and of course, investors will want a return on that investment which will typically include growth in both sales and headcount.

We already know that SAP Ariba are set on continuing their aggressive growth strategy including the protection of their existing accounts which is always supported by excellent talent acquisition (watch out for some high profile arrivals there in January 2020).

Meanwhile, new ownership at Wax Digital pushes them up into the bigger leagues. It’s expected that the investment will make them more competitive, both in terms of hiring and product offering.  Plenty of best of breed solutions will look to build on strong performances in 2019 so the market should continue to thrive.

The battle for talent in an already competitive market will ratchet up a few notches in 2020 and we can’t wait – it’s what we love.

      3. UK Election result brings more certainty?

It feels like a dangerous area to get involved in predictions, but we can’t ignore it.

Theoretically, the decisive result of the UK election is expected by many to mean some improvement in the wider job market. The theory being that the country can now hopefully leave the last three years of Brexit related inertia behind us, meaning companies are more likely to increase investment.

However, we still have uncertainty given that the big question remains about the impact of Brexit. Talking to people in positions of influence in the market, the feeling is one of cautious optimism based on the theory that finally getting on with it has to be better than what’s happened over the last three years.

Companies can now put plans in place for life with the UK outside the EU. Procurement and technology can be at the heart of the changes and whilst we don’t expect to see big headcount increases in the corporate world, increases in demand from the vendors and consultancies, along with a less cautious approach around replacement headcount generally, should see a gradual upturn in job market activity for the procurement world overall.

      4. Tough year for the UK interim market?

April 2020 sees the introduction of IR35 into the UK private sector and it’s very hard not to see it having a negative impact on the interim market, certainly in the short term.

It’s going to create uncertainty for employers, contractors and recruiters will push employment costs up and the early evidence is that it will drive some contractors back into the permanent market. This is because they fear reduced demand for their services and the financial incentives to work on a contract basis have been eroded considerably.

For some companies, it’s going to present an opportunity to hire some seasoned former interim professionals on a full-time basis, and this could be particularly helpful to the consultancies who are battling to hire valuable yet scarce skills around P2P/S2C transformation projects.

Companies that really need the flexibility offered by the interim workforce will be faced with either increased costs (day rates, employment and admin costs) or finding a way to adapt their philosophy to help them navigate the rules of IR35. Companies that are able to do the latter have an opportunity to hire some great interims who will be attracted to projects that fall outside of IR35 whilst others get to grips with the new regime.

A note of caution – there are already some alarming stories circulating about people’s perceptions of how a contract role can fall outside of the IR35 legislation. It is important to get really good advice on this, ideally before you go to market for the skills you need to hire, so you know whether your project is likely to be affected or not because the cost implications of getting it wrong are significant.

If you need some guidance, please get in touch.

The Autumn Procurement & Spend Management Insider – October 2019

Our critically acclaimed report is in the pipeline, due for publication in October. Regular readers can look forward to the usual combination of news, insight, research, analysis and a bit of industry gossip including some high profile, unexpected job moves. Here’s a taster of what you can look forward to.

Movers & Shakers

The procurement technology sector has some high profile, unexpected moves in the pipeline that we’ll be able to share with you, whilst we’ll also bring news of several senior departures from one key player in the sector. There’s also news from the European market along with an update on recent results of the software vendors, and the latest mergers and acquisitions.

What’s happening in procurement leadership?

The senior end of the procurement job market was relatively active earlier this year. We’ll examine if this trend has continued into the second half of the year, where the opportunities have been and give senior professionals valuable insight into the demand for their skills.

Job Market Data

We’ll analyse the latest job market data from KPMG and both leading recruitment professional bodies (APSCo & REC) to assess what’s happening in the UK’s professional job market. We’ll look at how the trends compare to what we see in the procurement and spend management professions to keep you up to date with what your career development options look like.

People & Hiring Challenges Research

We’ve had a great response to our recent research where we asked leaders to tell us about their biggest challenges with their existing teams and the problems they face when hiring. With over 100 responses, the analysis provides very interesting insights into the real issues that businesses are facing.

There is still time to contribute before the survey closes at the end of September. It will take you less than a minute to complete so please get involved. Here it is.

If you missed the Spring edition of The Insider, it’s still free to download here.

What is the real impact of BREXIT on the procurement job market?


This article is an excerpt from our Procurement and Spend Management Insider Report, published earlier this year. The picture for recruitment seems surprisingly positive and any impact of Brexit has been difficult to gauge. We have picked up mixed messages but have looked into what we can find out in terms of real data around the workforce as many studies show we are at record levels of ‘employment’.

The CIPD (Chartered Institute of Personnel and Development) clearly has a strong interest in the labour market. It commissioned research that shows there was a 95% reduction in EU nationals joining the UK workforce between the referendum and Q1 last year and this has no doubt continued as their Autumn Employment Outlook indicated that 44% of employers were struggling to hire, particularly in certain niche areas and additionally that the number of non-EU nationals arriving has significantly fallen.

It may well be that this sudden reduction in the arrival of people with skills of all kinds coming to the UK is ‘counter-intuitively’ one key reason why the recruitment market has appeared to remainstrong. As the pipeline of candidates is significantly reduced vacancies are unfilled so remain ‘live’ as has been reported to us by a number of clients.

This may also back up why recruitment has seemed to be taking longer in many instances as vacancies are unfilled and stay advertised longer making it appear the jobs market is healthier than it actually is. The reality is a lower volume of vacancies but even lower fill/completion rates. CIPD evidence indicates a fall of 30% in the number of applicants to each role.

Ultimately as to whether this can be linked directly to Brexit may be a matter of personal opinion but the coincidence of workers not coming to the UK and rising skill shortages seems a clear one
to us.

This talent shortage will impact in a big way – it may just be ‘hidden’ for now. Organisations may need to plan ahead carefully and consider the implications of this candidate shortfall on their hiring plans.

The Institute for Employment Studies has also investigated the likely impacts on the employment marketplace of Brexit and has published a number of articles on this subject.


Speaking to some of our HR contacts, many see the current situation as one of mitigating risks and the need to put plans in place. The typical view is that they have to assume that Brexit may well happen and that as things stand certain legislative changes will come in linked to immigration that needs to be thought through now.

If it doesn’t happen, so be it, but until that point they need to plan for the impact.

Many felt the CIPD research was correct and that skills shortages are becoming more acute so therefore staff retention (particularly of EU and non-EU staff) is seen as a very high HR priority.

In many organisations, HR is encouraging EU citizens to go through the new Government registration scheme as it seems likely to be needed (unless we stay in) and the new migration points system will likely be introduced in 2021 making it harder to bring people into the UK.

Therefore, HR people are quite clear that the labour market will most likely significantly tighten over the next two years until 2021 regardless of how we exit and then dependent on the deal the UK
strikes may prove even more difficult going forward.

In this context, their view is that organisational approaches to recruiting and the job requirements may need to be totally reviewed and flexed. Be ready for HR initiatives on retaining staff as they see this is likely to be imperative especially in business-critical roles.

Simplistically the HR view is that since the referendum it is harder to recruit and is highly likely to get significantly harder.

Organisations will need to think very carefully about resourcing. One key observation is that when certain key staff resign it may well be that counter offers will become standard.

In a tight labour market organisations may not be able to afford to lose certain skills and in this context, it will become a highly candidate driven market with the highest bidding organisation winning.

We’ve seen significant evidence of this in the past six months with counter offers more common during that period than has been the case for several years. Interestingly many senior candidates are expecting such offers before they resign and are even factoring this into their negotiations.

We are advising our clients to be more mindful of this challenge and have seen several candidates resist such overtures as a result, but ultimately there is a limit to how much you can manage this risk.

The Institute for Employment Studies also has investigated the likely impacts on the employment marketplace of Brexit and specifically the freedom of movement. This article offers some interesting reading.

People & Hiring Challenges Research

We are passionate about talent and love connecting great talent with fantastic career opportunities.

It’s a big part of what motivates us every day.

And the more we understand about the subject, the more we can help people and companies.

So we’re undertaking some further research into the issues that we care about and we will be sharing the results with the participants and our valued clients.

We are asking just two questions:

  1. What is your biggest people challenge?
  2. What is your biggest hiring challenge?

We know you are busy and that there are a lot of surveys out there.

But with only two multiple-choice questions this one will only take 30-60 seconds to complete, including leaving your name and email address so you can be entered into the draw to win a £200 Amazon voucher.

Here’s the link to the survey.

Please get involved.

What our clients say about us, says a lot about us

Every recruitment business claims to offer high levels of service, to operate with integrity and provide unbiased advice. If this were true why has the recruitment industry got such a patchy reputation?

The answer: most recruiters’ claims far outstrip their service and delivery.

In a bid to sure up their reputation, some recruitment firms collect testimonials from their candidates. Candidates say nice things. Because they were cherry picked. Because they just got a new job and a better salary. Because they don’t pay for the service.

So as a fee-paying client looking to employ the services of a recruitment company, are these testimonials a good indication as to what service you’ll receive? I’ll let you decide.

Below are direct quotes from Edbury Daley’s customers who have all paid for our services to provide them with the best possible people for their businesses. And we think what they say, says a lot about us.

“No hesitation in recommending them” 

“Professional, honest and reliable”

“Supportive, engaging and thorough”

“A credit to their profession”

“A highly reputable agency”

“Trustworthy, effective with great integrity”

“Ethical, transparent and diligent”

“A pleasure to work with”

If you feel this positively about your existing recruiters, then I wish you every success with your future recruitment. If not, find our contact details below.

The Trusted Badge of Quality

Following a rigorous external referencing procedure Edbury Daley has been awarded full accreditation by the Association of Professional Staffing Companies (APSCo).

In order to qualify for the accreditation and APSCo membership, Edbury Daley agreed to a strict code of conduct and passed an external quality audit with clients and candidates.

APSCo accreditation and membership “gives candidates and employers a trusted badge of quality” to reference and peace of mind that Edbury Daley is committed to excellence in recruitment.

As part of the external quality audit, numerous Edbury Daley clients and candidates were contacted. Questions asked covered the nature of the relationship with the company, awareness of any unethical dealings and any reasons why APSCo should not accept the company’s application for accreditation and membership.

Additional feedback from clients and candidates alike was unanimously positive and key to Edbury Daley securing accreditation, with the most frequent comments including ‘professional’, ‘great values’ and ‘reliable’ through to ‘honest’, ‘trustworthy’ and ‘integrity’.

Simon Edbury, director at Edbury Daley comments: “It’s fantastic to have the recognition for the quality of our conduct and for all our clients and candidates to see via the APSCo logo. We are always looking for ways to improve the experience of interacting with our business and our membership of APSCo is an important milestone on this journey.”

Edbury Daley bring their expertise to your screens

Video content is a huge part of both our personal and business lives now. So we’ve decided to embrace the trend and have produced some videos aimed at sharing our professional experience with you.

Our ‘vlogs’ will help you understand more about how you can improve your recruitment methods when hiring, advance your own career and learn more about the job market trends in areas like procurement technology.

We have had them produced professionally and the content is based on our many years of experience working in the world of recruitment and the procurement sector.

In the week before Christmas, we spent a very enjoyable day filming what we believe will be some really valuable content. Take a look at the pictures below as Andrew, Simon and Pete make their debuts in front of the camera.

Hiring a specialist creative video producer proved to be a wise investment as we are delighted with the final results. The series of short videos will be published in February 2019 so watch out for details on social media and via our monthly e-briefing newsletter.