CorpComms Magazine

The black cloud of the credit crunch hovered on the horizon most of last year, but it wasn't until late summer that we began to feel the effects. From the end of August onwards the only organisations who were still recruiting were those with an immediate and urgent need. Nobody was waiting three months for a potential employee to serve out their notice period. The interim market gathered momentum while being available immediately was an advantage for candidates who could start a new job with a few days' notice. The opportunity to go permanent lingered on a ‘let's-wait-and-see-in-the-New-Year' basis.

If only we could predict. One of the features of this recession is the inability to forecast. Looking at this first quarter is scary, but at the same time exciting. Who knows what challenges the market will throw up? What is certain is that we will all be working differently. Our approach for this year is to be as flexible and agile as possible, concentrating on service, quality and value, giving clients and candidates help that will see them through what is likely to be a tough 12 months. One of the key mantras I have for 2009 is the retention of talent in the communications industry. We do not want a repeat of the skills exodus of 1991, and need to nurture our business critical staff. Already, there are excellent new talented candidates on the market, whose contracts of employment have come to

an end. So now is an excellent time to invest in hiring experienced talent, who will contribute to the long-term success of your business. The days of inflated salary expectations are over. 

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