Navigating the New Normal: Recruitment in the Speciality Ingredients Industry Post-COVID-19
Charlie Packwood
Managing Director @ Aston Chambers | Global Executive Search Director @ Sienna Search | Revolutionary Digital Platform for Executive Search
As the business world adapts to the lingering effects of the COVID-19 pandemic, the recruitment landscape, particularly in the speciality ingredients industry, has undergone significant shifts. With a focus on adaptability and resilience, professionals in this sector are facing new challenges and opportunities. In this article I wanted to delve into the key trends shaping the current state of recruitment in this dynamic industry.
1. The Rise of Job Hopping: One noticeable trend post-COVID-19 is the higher tendency among professionals to "job hop," moving from one role to another within a span of two years. This phenomenon can be attributed to various factors, including a desire for career growth, seeking better work-life balance, or pursuing higher compensation packages. This trend used to be a "red flag", where many companies would question various moves and be concerned about seeing this. Now we are in an age where it is a lot more prevalent and accepted.
2. Reluctance to Relocate: Another noteworthy change is the hesitancy among some professionals to relocate to another country for a new job. The uncertainty brought about by the pandemic has perhaps made individuals more cautious about uprooting their lives, preferring stability and familiarity over geographical mobility. In addition with the new norm of working from home (WFH), many professionals (especially within commercial functions) do not see the need to relocate their families and their lives for a position they can manage from where they are based today.
3. Remote Work: Balancing Growth and Work-Life Balance: The shift towards remote work has emerged as a prominent trend in the wake of the pandemic. More professionals in the speciality ingredients industry are expressing a desire to work remotely, citing benefits such as improved work-life balance, flexibility, and reduced commuting stress. While remote work offers opportunities for growth and productivity, organisations must also address challenges related to communication, collaboration, and maintaining company culture in a virtual environment.
4. Escalating Salary Demands: With the evolving job market dynamics, there has been a noticeable increase in salary demands among professionals. Organisations are finding themselves under pressure to offer competitive compensation packages to attract and retain top talent. This global rise in salaries reflects the growing demand for skilled professionals in the industry.
Recommended by LinkedIn
5. Talent Scarcity and Its Implications: Despite the growing demand for talent, there exists a general limitation on available skilled professionals within the market. This scarcity can be attributed to several factors, including demographic shifts, skills gaps, location limitations, and the specialised nature of the industry. As a result, organisations are facing challenges in finding qualified candidates to fill key roles, leading to intensified competition for talent.
6. Impact of Industry Consolidation: Recent large-scale acquisitions and mergers, such as those involving companies like Chr. Hansen and Novozymes (now Novonesis ) or Firmenich and DSM (now dsm-firmenich ), have inevitably influenced the job market dynamics. While some may perceive these deals as potentially limiting job opportunities due to consolidation, others argue that they have expanded avenues for growth and innovation within the industry. The long-term effects of such mergers and acquisitions on the job market remain to be seen, but they undoubtedly signify a period of transformation and adaptation.
In conclusion, the recruitment landscape in the speciality ingredients industry post-COVID-19 is marked by a mix of challenges and opportunities. Professionals and organisations alike must remain agile and proactive in navigating these changes, focusing on leveraging talent, fostering innovation, and adapting to emerging trends. By embracing flexibility and resilience, the industry can continue to thrive in the face of uncertainty.
As a Global Recruiter with coming up to 10 years experience in the Speciality Ingredients Industry, the opinions and views shared in this article are of my own. Shifts and challenges relating to this industry post-COVID-19 can inevitable trouble hiring managers and candidates alike. If you would like some further information about support and guidance myself and Aston Chambers can offer, please do get in touch directly.
Head of Fragrance, Personal Care, Cosmetics & Specialty Ingredients at Aston Chambers
1yA good summary here of the opportunities but also challenges we are seeing and that organisations are facing across the industry. We have all adapted to this shift towards remote working, and although it can cause challenges at times within existing teams, notably there is also the difficulties when hiring a new employee. It is very difficult in the beginning to immerse yourself in the company culture and get to know your team, if this is being done virtually. There is still great value in having and wanting the flexibility to travel to the office, meet people face to face and to build those strong communication foundations.