The consulting and Human Ressources sector is experiencing rapid growth with A predominantly young workforce and steadily increasing revenue. In this context, companies need to adapt to this new hiring trend to attract and retain young talent. How do they position themselves between consulting and recruitment? Let’s delve into this new trend.
According to the latest survey by Syntec Conseil, the average age of employees in the consulting sector is 30.8 years. 81% of them being under 35 years old. This data highlights the central role that young professionals play in this sector. In fact, the payroll has doubled in the past decade, and the revenue in 2021 was around 8 billion euros (source: Les Echos). Given this reality and to attract these talents, companies have a vested interest in adapting their H.R strategies.
In this domain, the core objective is to support businesses in a range of projects. Spanning from digital transformation and data architecture to digital marketing. Consultants play a crucial role in solving management, leadership, and strategic issues. They leverage their data and digital expertise to propose tailored solutions. This aligned with their clients’ needs and constraints. Additionally, they must remain well-versed in market trends and innovations to best serve their clients.
Recruitment, conversely, is primarily focused on the search and selection of candidates to fill vacant positions within a company. This responsibility can be handled internally or entrusted to specialized recruitment agencies. Their primary function is to identify suitable profiles. Secondly, evaluate the compatibility of candidates’ skills and soft skills with the employer’s criteria.
Should companies turn to consulting or prioritise a enrollment-centered approach? Here are some factors to consider:
Expertise: Consulting provides specialized expertise tailored to specific challenges, while recruitment is geared towards addressing skill shortages or fulfilling specific, enduring needs.
Company Culture: Consulting can involve an integration and knowledge transfer process, enabling the consultant to contribute to the company’s strategic vision. In contrast, hiring ensures a better alignment with the company’s values and culture for new employees.
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