In 2018, Manpower Group published the results of what they defined as in-demand occupations over the last 10 years. The summary was recently republished in the Spring 2019 edition of HR Magazine as an infographic.
Here are the results shared:
- Skilled Trades
- Sales Representatives
- Project Managers
- Office Support
- Manufacturing Roles
While some of these are office jobs, you can see a good mix between staffing and what might be professional search positions (in italics).
I am a firm believer in the concept that those who are focused and expert in a defined recruitment niche will survive, while those who have no defined area of focus will have an increasingly difficult time surviving the changes coming to recruitment. There is still opportunity for what I call headhunters willing and able to work a defined search in any industry based on a job title and a list of competitors. Those recruiters will need mad telephone and sourcing skills to get the work done, but results should pay a premium.
So here are some questions I would like to see some commentary on…
- As a recruiter, what does it take to have you shift focus from one recruitment niche to another?
- What tools or metrics would you use to research a shift?
- Does your existing recruitment specialty need to shrivel up in order to force you out, or do you keep an eye on trends and move proactively?
- Is anyone currently in process of making a shift in specialty or niche focus?
- What is the toughest part of the shift?
- What drove your change?
- What are you leaving and what will be your new focus?
- Can you spend time in both the old focus area and the new recruitment specialty?
I am certain that others are interested in the same questions. Please share thoughts and opinions.