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By Stuart Packham, 27 May 2009 11:00

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Today's job market is not as dismal as some would have you believe. Recruiter Stuart Packham describes the latest trends.

With a conservative number of available jobs and an increase in the volume of job applications, recruitment consultants have their work cut out for them these days.

As job seekers try to get visibility on their career prospects, what kind of opportunities exists and what sort of recruitment is taking place?

The answers depend on a number of factors. Here are the major trends we're seeing - and how you can best navigate today's job market.

Replacement cycle hasn't stopped
While there may be less advertising for senior IT managers and IT directors, the natural cycles of recruitment are still very much alive - as people leave for pastures new, in most circumstances they are replaced.

The nature of the current economic climate has certainly changed the parameters for senior-level hiring on a number of levels. For instance, a number of our clients are using the recession as an opportunity to reassess the role of IT within their organisation, and ultimately the brief for their new hires.

Making the right hiring decision has never been more important, and this is often manifested by the CEO and the board taking an active role in the recruitment process, as opposed to a cursory coffee when the decision has been made.

I recently worked with a client to recruit an IT director where the process took six months, including a number of trips overseas to meet business stakeholders. By the time the offer was made, all parties knew it was the right decision.

Projects, what projects?
Are all IT projects on hold or cancelled? I am asked this question every day by clients and candidates alike. The answer is no.

Whilst potential projects for the future may be undergoing intense scrutiny at the proposal stage, the majority of projects factored into current budgets are still very much alive and kicking.

For many of our clients, delivering key strategic IT projects represents an opportunity for their organisations to get a step ahead of the competition, increasing productivity and in many cases opening up new revenue streams and maximising their current workflow.

One of the biggest recent changes has been the shift in resourcing strategy around enterprise projects. Historically, large software implementations have been staffed by a few key full-time personnel along with a significant number of consultants or contractors. I am now seeing a drive to recruit this consulting expertise on a permanent basis, providing companies with the skills required to deliver projects but also the ability to retain the intellectual property and business knowledge for future projects.

Bigger doesn't always mean better
The war for talent has taken on a new dimension over the past few months, with a number of large global businesses putting the brakes on new hiring whilst they assess their resourcing needs for the changing economy.

Whilst previous years have seen intense competition for the best IT talent amongst corporate 'superpowers', 2009 is rapidly becoming the year for the challenger.

Smaller, flexible businesses are using the current market conditions to hire talent that would have proved difficult to attract in boom times. These organisations offer growth and development, the ability to make a real difference to the business and often the remit to build something new - all big draws for IT leaders.

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