Norman Broadbent Names Interim Practice Leader
November 23, 2016 – U.K.-headquartered executive recruiter Norman Broadbent has named Angela Hickmore as managing director of Norman Broadbent Interim.
Ms. Hickmore has over 25 years in the recruitment industry and an in-depth knowledge of the senior level interim management sector. She previously served as a partner with BrightPool, the sister company to Interim Partners, a specialist recruitment firm operating in the financial and professional services markets. Before that she was a managing director at Albemarle Interim Management. Her early career included 10 years with a Fortune 500 organization where she managed and led various business units, including the launch of the company’s new U.K. interim management business.
“We are delighted to welcome Angela to the Norman Broadbent Group,” said Mike Brennan, group chief executive officer. “In an ever changing business world, clients need access to the widest possible range of solutions giving them the corporate agility to achieve their objectives.” He said they may need short-term expertise, change- management skills, a turnaround specialist or additional high-value project-management skills.
Filling Skill Gaps With Part-Timers
“Norman Broadbent Interim Management gives clients this agility, enabling them to fill critical skill gaps with high caliber interim executives,” Ms. Hickmore said, adding that interims allow clients to take advantage of a more agile, immediate and holistic approach to resolving talent gaps.
Norman Broadbent is a human capital consulting firm which provides a broad range of people solutions. Its specialties include board and executive search, board assessment and leadership consulting, interim management, as well as coaching and mentoring services.
Sidestepping Talent Gaps
According to a recent report released by CareerBuilder and Economic Modeling Specialists International, hiring temporary and contract employees can help businesses sidestep talent gaps and remain nimble. The study shows more companies will be tapping into this labor segment, with temporary employment expected to add 173,478 jobs from 2016 to 2018 – an increase of 5.9 percent.
“Today, nearly three million people are employed in temporary jobs, and that number will continue to grow at a healthy pace over the next few years as companies strive to keep agile in the midst of changing market needs,” said Kyle Braun, president of CareerBuilder’s staffing and recruiting group. “Opportunities are opening up in a variety of occupations and pay levels, and this is a trend we’re seeing in a wide range of industries and company sizes.”
Another separate report by CareerBuilder found that 47 percent of employers reported that they planned to hire temporary or contract workers in 2016, up slightly from 46 percent last year. Of these employers, more than half (58 percent) plan to transition some temporary or contract workers into full-time, permanent roles.
“Temporary employment benefits both sides of the labor market. Hiring temporary and contract workers helps companies stay flexible and adapt quickly to changing market demands,” said Mr. Braun. “For workers, it opens doors for those who want to utilize various skills, build relationships with different organizations and explore career options.”
These figures coincide with similar findings by The Execu | Search Group. Its ‘2016 Hiring Outlook: Strategies for Adapting to a Candidate-Driven Market’ report found that 26 percent of hiring managers surveyed planned to increase hiring of temporary employees in 2016.
In addition, a recent Adecco study, ‘Definitive Guide to Building a Better Workforce,’ found that 67 percent of companies use contingent labor to enhance their workforce and close talent gaps. The study surveyed 536 C-suite executives across the U.S. regarding the types of talent they need, skills that are most difficult to find, how they are using contingent labor and progressive recruiting methods to enhance their workforces, employee retention techniques and more.
The report found that best-in-class companies are 44 percent more likely to increase the size of their temporary workforce in the next 12 to 24 months. The report also found that 80 percent of employers agree that the U.S. skills gap is a real challenge, and it provides insights into how different companies conceptualize and address this gap in talent. Part of the reason for the increased use of temporary workers: companies are having difficulty finding quality talent.
“With the U.S. unemployment rate at an eight year low, competition is fierce for skilled talent. That means it’s more important than ever that companies resolve to invest in the recruitment and development of top talent and explore creative, progressive staffing solutions,” said Joyce Russell, Adecco Staffing USA president.
Contributed by Dale M. Zupsansky, Managing Editor, Hunt Scanlon Media
