At the end of 2008 and going into 2009 we saw a high expectation amongst HR professionals that there would be a significant need for change specialists – specifically redundancy – as organisations react to market conditions.

What we actually saw was an internal utilisation of resources to make redundancies, or ‘rightsize’, leading to a lower demand for external support. Further into the recession we also witnessed a tendency to promote from within to cover projects creating vacancies at mid-level, all at the cost of longer term skills gaps at a strategic level.

As we reach the end of 2011, we are now witnessing a number of very interesting and strategic projects taking place where organisations are buying in skills and experience. An international client with a large presence across Europe came to us for a HR Project Lead to run a 2 year project in two phases; – Firstly removing old technology and facilities, and secondly replacing these with new and increasing efficiencies, safety, and production volume. This kind of project requires experience working with European Works Councils, organisation design, organisation development and talent.

As these projects become more focused on the strategic than reactionary approach, they become a lot more attractive; naturally creating more competition.

While interesting and strategic projects are not in abundance,  there is always a market for experienced, commercial and adaptable HR professionals. Organisations are investing in their future more so than 12 months ago, however there is little compromise.

Your skills set has to match expectations 200% and Interims that thrive in this market understand their strengths and play on those. It’s not just a case of right place, right time. It’s this and more.