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  Have you ever had a lousy experience of working with a management consultancy recruiter? Or recently been impressed by the calibre of headhunter who’s assisted you? Or perhaps you’ve just been active in the jobs market in the last 12 months and would like to see how your experiences compare with those of other consulting candidates?

That’s why we undertake a comprehensive survey of management consultancy candidates every year, aimed specifically at uncovering i) changing trends in the consulting recruitment space and ii) the Good, the Bad and the Ugly of the suppliers serving candidates looking for a UK consulting job.
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This year is no different – and candidates who’d like to take part and receive a copy of the 2007 report should go to: http://www.top-consultant.com/rc_questionnaire_2006-7.asp

This time last year, well in excess of 1,000 consulting candidates responded to the survey – professionals employed by the likes of Accenture, CapGemini, Deloitte, IBM Business Consulting, McKinsey and PA Consulting Group. In addition to the regular rankings of the best newspapers, recruitment agencies and internet job boards, the last report also contained four key findings for both recruiters and candidates to reflect upon:

1. Candidate reponses suggested they would in future be less willing to apply to companies via their corporate websites. Predominantly this was because of the poor user experience / length of time required to complete such application procedures. Has anything changed on this front, or will corporate websites continue to underperform in this year’s survey?

2. Equally clear was the finding that newspapers had experienced a collapse in management consultancy candidate applications as more and more candidate activity had moved online and as headhunters had become more active once again. With the rise in consulting careers supplements in the last 12 months, will we see any turnaround in this performance in the 2007 report?

3. Active jobseekers are just that – very active! The last report showed that even those candidates who are less actively looking for a new role are likely to have submitted 7 applications. So the key message as we entered 2006 was that consulting recruiters would be likely to be competing directly with several other firms to secure a candidate’s signature. Has there been any slowdown in the last year, or can we expect more of the same when the next report is published?

4. Engaging with more passive candidates is a key success factor for recruiters. It became clear from the last report that the best way to win over strong candidates was to have engaged with them before they have started a new job search in earnest (by hosting careers evenings, providing career advice lines, attending careers fairs, etc.). This type of activity has certainly been more pronounced in 2006, but how will this translate into candidate behaviour in the 2007 report?

Readers are invited to take part in this year’s survey by completing the following questionnaire.
 
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