Michael Page: 72% Faced Procurement Hiring Challenge in 2024

Michael Page’s salary guides are in, providing the procurement industry with some much needed insight into the hiring trends that will shape the year to come.

The procurement salary guides shed light on the current state of hiring in the UK sector, revealing how economic uncertainty, salary expectations and the demand for specific skills are impacting recruitment.

Despite a challenging hiring landscape in recent months, the government’s recent investment proposal for key industries, including procurement, is expected to provide more job stability and opportunities through 2025. This guide offers an in-depth look at salary benchmarks, hiring trends and factors shaping candidates’ expectations, helping hiring managers make more informed decisions in a competitive market.

The insights gathered in Michael Page’s reports suggest that employers are beginning to adapt to a more fluid approach to hiring, prioritising adaptability and growth potential in candidates.

Here’s a breakdown of the key findings and trends shaping procurement recruitment across the UK.

Matching salary expectations remains challenging

According to the Michael Page guide, around 72% of organisations reported challenges in hiring over the last year, with the main obstacles being salary alignment and the availability of qualified candidates.

Rising salary expectations, combined with a growing need for digital and strategic expertise, have pushed hiring managers to re-evaluate their approach.

In the procurement sector, headcounts have often been reduced and the need for efficient, strategic decision-making has increased, putting pressure on organisations to find candidates who can handle expanding workloads.

The trend of “doing more with less” has intensified, leading companies to seek individuals who balance both immediate operational efficiency and a long-term strategic outlook.

This combination of skills is particularly valued in procurement roles, where employees must identify cost-saving opportunities without sacrificing long-term goals.

"Organisations that will thrive in the market in 2025 are those that get ahead of this trend," the report notes, stressing the importance of companies re-assessing the capabilities of their existing teams, upskilling staff and offering competitive training and incentives to attract new talent.

As hiring timelines have lengthened due to cautious decision-making, candidates and companies are urged to act decisively.

Business Director at Michael Page Holly Antonia Butler, explains: “Hiring timelines increased through 2024, driven largely by economic nervousness from candidates and clients.

Beyond skills: The importance of candidate “will” and job satisfaction

The report finds that employers are becoming more flexible about hiring criteria, placing greater emphasis on a candidate’s motivation and potential rather than purely technical skills.

Where organisations previously focused on meeting every job requirement, they’re now increasingly open to candidates with the drive to grow into their roles, which broadens the talent pool and offers more room for development within companies.

Employee expectations within procurement and supply chain sectors are also evolving, with 56% of professionals identifying work-life balance as a top priority, followed by salary (45%) and career progression opportunities (40%).

Flexibility and strong company values are also becoming essential elements for job satisfaction, emphasises Jordan Collins, Associate Director: “Candidates are increasingly looking for roles that offer more than just competitive salaries.

“Instead, they’re opting for offers that provide better career progression, training and development, and a good work-life balance, as flexibility also becomes a top priority.”

According to the guide, candidates are especially interested in roles within organisations focused on sustainability and responsible sourcing.

Such values are often seen as an indicator of long-term job satisfaction, with candidates favouring employers that prioritise ethical and sustainable practices.

Competitive salary benchmarks

The Michael Page salary guide includes detailed benchmarks, showing average compensation across different roles and sectors.

For instance, the average salary for a Head of Procurement is £78,000, with Supply Chain Directors averaging around £110,000. Higher-level positions see even larger figures, with Procurement Directors averaging £125,000 and Chief Procurement Officers in indirect procurement roles reaching £175,000.

Flexibility continues to be a key attraction, with 65% of employees favouring hybrid work models and 72% looking for flexible working hours.

Relocation is increasingly a deal-breaker for many, with 42% of candidates prioritising roles that allow them to work remotely without needing to relocate.

As the UK continues to navigate a shifting economic landscape, flexibility and competitive salaries will remain essential in attracting and retaining talent.

In essence, Michael Page’s Procurement Salary Guide emphasises that adapting to candidate priorities, from flexibility to strong corporate values, is essential to remain competitive.

With the economy in flux and recruitment timelines extending, hiring managers must balance salary expectations with a candidate’s long-term potential and the ability to adapt under pressure.

Looking ahead, companies are encouraged to adopt a proactive stance in identifying skills gaps, investing in employee training and making confident, timely hiring decisions to secure top talent.

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