Procurement
Procurement
HAYS UK SALARY &
RECRUITING TRENDS
PROFESSIONALS
PLAN TO UPSKILL
DUE TO COVID-19
hays.co.uk/procurement
CONTENTS
Overview
3
Private sector
7
Public sector
9
ABOUT US
Hays Procurement is the leading recruitment partner to
hundreds of organisations across the UK. If the best people
aren¡¯t already talking to us, we know how to find them,
engage with them and match them better than any other
recruiter. In the complicated world of recruitment, Hays makes
finding the best talent easier and quicker, and reduces the
risks involved in hiring.
We understand the impact and value a procurement team
brings to an organisation, as well as the skills and experience
required to succeed within the profession. Our consultants are
experts at helping organisations and professionals to develop
and grow. This is due to our expertise in finding and sourcing
talent, our unparalleled ability to engage with an extensive
network of procurement talent, and our capability to match
professionals to the right role.
Our connections on LinkedIn are unrivalled, with over 4 million
followers. Our unique integration allows us to simultaneously
search CVs alongside LinkedIn profiles in real-time. Applying
our search technology means we source the most relevant
talent for the right job before anyone else.
We also offer expert advice on salaries and benefits and
specialist insight into market trends. Our relationships with
leading institutes, including CIPS, mean we remain up-to-date
with the latest changes impacting the profession.
For further information on how our core employer
services can help support your recruitment strategy,
visit hays.co.uk/recruitment/employer-services
Speak to your local recruiting expert at one of our 92 offices
across the UK, find your nearest at hays.co.uk/offices
We recruit for a range of roles across procurement in both the
private and public sectors.
METHODOLOGY
This guide is taken from the Hays UK Salary & Recruiting
Trends 2021 guide. The salary data has been compiled
using information gathered during 2020 from Hays offices
across the UK. It is based on job listings, job offers and
candidate registrations.
The recruiting trends and benefits data is based on the
survey findings of almost 350 procurement employers
and employees. The survey was completed in October and
November 2020 by organisations of all sizes and sectors.
Overview
PROCUREMENT
3 | Hays UK Salary & Recruiting Trends 2021
PROCUREMENT
PROFESSIONALS PLAN TO UPSKILL DUE TO COVID-19
The value of procurement is evident with certain professionals receiving above average
pay rises, but employers struggling to hire may need to reassess their benefits offering
and promote interesting projects to attract the talent they need.
Activity concerns but optimism
for the future grows
Although the vast majority (84%) of procurement employers
expect their organisation¡¯s activity levels to increase or stay
the same over the next 12 months, this has dropped from
91% last year. However, that¡¯s still over half (58%) who expect
activity levels to increase.
Employer sentiment about long-term opportunities is
more positive than last year, although still muted. 37% of
procurement employers are optimistic about the wider
economic climate and the employment opportunities it may
create within the next 2-5 years, compared to 31% last year.
1.9%
Average salary increase
over the last year
Shortage of suitable candidates could impact
hiring plans
Over the next 12 months, almost three quarters (71%) of
employers plan to hire staff, a rise from 64% last year.
Employers are increasing their focus on hiring permanent
professionals (59%) compared to last year (55%) and fewer
plan to engage with temporary, contract or interim staff
(27%) than last year (30%). Those private sector employers
who do plan to hire temporary, contract or interim staff in the
year ahead must ensure they are prepared for the reforms to
IR35 legislation, due to be enforced in April 2021 following its
postponement from April 2020.
Hiring in the year ahead will not be without its challenges.
58% of procurement employers expect to face a shortage
of suitable applicants when recruiting over the next
12 months, which is greater than the UK average (51%).
Other expected hiring challenges include applicants with
unrealistic salary requirements (47%) and competition from
other employers (42%).
Salary rises driving greater satisfaction
Salary rises have been less widespread than last year,
with just over half (57%) of procurement employers saying
they have increased their employees¡¯ salaries during the last
12 months compared to almost three quarters (73%) last year.
This is, however, a greater percentage than the UK average,
where 48% of employers raised salaries in the last year.
Average salary rises also continue to be higher within
procurement than in other industries. Procurement
professionals received an average increase of 1.9% compared
to 1.2% across the UK as a whole. Positive salary growth has
led to 70% of employees saying they are satisfied with their
salary, 8% higher than the UK overall.
Looking to the year ahead, salary increases are set to
remain steady in 2021, with 55% of employers expecting
their employees¡¯ salaries to increase.
Most employees (72%) say it is important that their
organisation is transparent about how pay levels and
pay rises are set. However, a third (33%) of procurement
employers do not agree that their organisation is
consistently transparent with employees.
Top specialist skills in demand:
Projects and change management
44%
Finance expertise
25%
Knowledge of IT infrastructure
23%
Top soft skills in demand:
Ability to adopt change
54%
Communication and interpersonal skills
54%
ver the next 12 months, almost
O
three quarters of employers
plan to hire staff, a rise from
64% last year.
Flexibility and adaptability
51%
Hays UK Salary & Recruiting Trends 2021 | 4
PROCUREMENT
PROFESSIONALS PLAN TO UPSKILL DUE TO COVID-19
Employers need professionals with ability to
adopt change
Lack of career progression fuelling employees
to move jobs
In terms of the specialist skills most needed by procurement
employers, 44% require project and change management
skills, almost no change from last year (42%). This is
followed by finance expertise (25%) and knowledge of IT
infrastructure (23%).
Over the last year, 37% of procurement professionals moved
jobs, and a further 44% considered doing so. In a reflection
of the challenges of the wider economy, 40% of those
who moved jobs in the last year did so due to redundancy.
A further 26% of professionals left their last job because
their salary was too low, 14% moved because of a lack of
career progression, and a further 14% changed because
of a lack of job security.
Employers also seek procurement professionals with strong
soft skills. The most needed soft skills include the ability to
adopt change and communication and interpersonal skills
(both 54%), as well as flexibility and adaptability (51%).
However, the priorities of employers and their employees
when it comes to soft skills are not necessarily aligned.
When asked which soft skills they would like to develop in
order to progress their career, procurement professionals
most wanted to improve their people management (39%),
critical thinking (30%) and negotiation skills (also 30%).
A lack of career progression ¨C or not conveying these
opportunities ¨C continues to be a problem for procurement
professionals. 42% of procurement professionals do not
believe there is scope for career progression at their current
organisation, on a par with last year (40%). Just under
a third (31%) of these professionals believe the Covid-19
pandemic has decreased the scope for career progression
at their organisation.
In the next 12 months, 57% of professionals expect to move
job, with just over a third (34%) planning to do so within six
months. The main reason professionals want to leave their
current role is because of a lack of future opportunities (21%)
followed by their salary or benefits package (20%).
For those not planning to move jobs in the next year, around
half (45%) say they could be tempted to consider moving if
the role offered a better salary or benefits package. A further
quarter (25%) say they could be tempted by the work itself,
highlighting how important it is that employers promote any
interesting projects when hiring.
Top three reasons employees want to leave their current role:
Lack of future opportunities
21%
My salary and/or benefits package
20%
Organisational restructure
14%
Top three factors that would tempt employees to move job:
Better salary and/or benefits package
45%
25%
Future opportunities
11%
PROCUREMENT
Overview
The work itself
5 | Hays UK Salary & Recruiting Trends 2021
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