Date: September 24, 2010

Mark Viner
MViner@stevendouglas.com

As widely publicized, it is a common practice for companies to utilize variable, interim resources in front of internal hiring.  That may never be more true or on-point than now as we’ve continually seen throughout 2010 a strong uptick in the demand for bandwidth and companies bringing on project talent to help manage change and accomplish important internal initiatives.  The needs are particularly focused in Accounting/Finance, Information Technology and Human Capital and are within all industries and company sizes, but we have seen considerably more activity in the middle market companies, both public and privately held.  The Fortune-type companies have tended by a little more slow to increase spend, but we are seeing that trend reverse in the summer of 2010.

Finance and Accounting

Finance and accounting staffs became incredibly thin and over-taxed in 2009 because of the downturn in the economy and the resulting layoffs, freezes and general re-structuring of responsibilities to curb new hires.  The weariness of remaining staffs has really tested the ability of companies to tackle new initiatives yet alone maintain the regular and continuing workload.  We’ve had clients this year reach out to us and ask for assistance in preparing the annual budget and forecast, help prepare PBC lists for the upcoming audit and/or provide coverage for empty seats in advance of the thought of moving forward with a permanent hire.  For new company spending, we’ve placed numerous associates to backfill positions for people who internally were selected to participate on system implementations and upgrades.  For M&A activity we regularly provide seasoned project associates to assist with financial modeling, due diligence and integration of acquisitions.  This is true for the large Fortune-type companies as well as middle market privately-held companies.

Information Technology

Similar to that being experienced within our search division, we are experiencing meaningful growth in IT for both mid-size and large companies.  In both environments, the need for interim and project Developers, Business Analysts (BA’s), Quality Assurance (QA’s) and Project Managers (PM’s) with certain technologies is as strong as ever.  Our clients are having the most difficulty finding talent with strengths in Cognos, SAP BI, Business Objects, and SQL Server, areas where project talent historically is abundant.  Often times, the most talented IT professionals with these skills desire project work as a platform (as opposed to traditional permanent employment) in order to be continually challenged by the latest and greatest technology and implementation within numerous industries.

Another significant trend in our business is the re-emergence of major ERP implementations and upgrades, particularly with Oracle, SAP and Great Plains Dynamics.  It is becoming difficult again for companies to hire and retain PM’s, BA’s, and Developers with specialization in these technologies as it is becoming very lucrative to become a consultant again.

Human Capital

Similar to the needs in Finance/Accounting and IT caused by increased spending by clients in general, very naturally we have provided companies with experienced Human Capital project associates to help manage change.  Relating to the task of integration acquisitions, our Associates have served as HR business partners supporting the sales and marketing division; redesigned the field sales structure including organization redesign, base and incentive pay, and benefits; implemented an automated sales assessment tool; supported international division’s hiring of key finance talent and talent acquisition of key operations’ leaders; provided coaching and training for implementation of succession planning and the annual development plan process; and conducted an investigation to resolve key leadership issues.

We regularly serve as project leads (PM’s) on various initiatives and have led an international sub-team of a global HR business process outsourcing project unifying all human resource processes and systems from launch to successful “go live.” Our associate was the primary liaison and deployment facilitator between 10 work teams of 125+ employees, eight businesses and outsourced vendors.  Our Associate had direct accountability for status, delivery, risk assessment, communication and management of resources. She also directed a global center of expertise chartered with developing, deploying, and managing a portfolio of programs supporting the company’s globally mobile workforce.