The shift from traditional hiring to skills-based hiring: a UK perspective
What's pushing UK business towards skilled-first hiring?
Procurement teams across the UK are facing a new kind of pressure, not from supply chains or cost volatility, but from within. According to the latest CIPS Salary Guide, 58% of employers have struggled to find the right talent in the past 12 months, and 28% of procurement professionals expect to move to a new employer within the next year. This is not just a recruitment issue — it is a strategic challenge that demands long-term thinking.
As procurement continues to evolve, the expectations placed on future professionals are shifting. Employers are moving away from rigid qualification requirements and towards skills-based hiring, prioritising adaptability, commercial awareness, and digital fluency. Deloitte’s recent analysis highlights that the next generation of procurement professionals will need to operate more fluidly across finance, supply chain, and customer-facing functions, with a growing emphasis on business partnering and innovation.
Attracting the next wave of talent means rethinking how and where we engage. Some organisations are already taking action. A UK-based construction firm has partnered with universities to offer paid placements and graduate schemes, helping students gain hands-on experience while building early loyalty. A tech-led foodservice business recently introduced flexible, project-based roles aimed at mid-career professionals seeking variety and impact — a move that has already improved application rates and candidate quality.
Others are investing in visibility. A global FMCG brand launched a targeted campaign to raise awareness of procurement careers among STEM graduates, combining social media outreach with in-person events. The result was a 40% increase in applications to its early careers programme, and a more diverse intake across commercial functions.
Technology is also playing a role. According to the CIPD’s Resourcing and Talent Planning Survey, 66% of organisations using AI in recruitment report improved hiring efficiency, particularly in early-stage screening and candidate engagement. But while automation can support the process, it is the employer brand and candidate experience that ultimately shape outcomes.
The numbers are telling. The average salary for procurement professionals in the UK now stands at £54,576, with MCIPS-qualified individuals earning significantly more — £68,596 on average. Yet despite rising compensation, fewer than one-third of organisations have a formal workforce development strategy in place. Without a clear plan to attract and nurture future talent, the risk of long-term stagnation is very real.
Building a resilient procurement function means investing in people before they join the team. That includes creating clear pathways into the profession, offering meaningful development opportunities, and fostering a culture where innovation and curiosity are valued. Procurement is no longer just about managing suppliers; it is about shaping business outcomes, and that requires a workforce ready to lead.
Of course, none of this happens overnight. Developing a talent pipeline takes time, commitment, and collaboration across HR, commercial, and leadership teams. But the organisations that are getting it right are not waiting for the perfect moment: they are acting now, learning as they go, and laying the foundations for long-term success.
At Grafton Recruitment, we’re working closely with procurement leaders to help build teams that are ready for what’s ahead. Whether you’re rethinking your early careers strategy, identifying future capability gaps, or planning for growth, we’re here to support that journey with insight and talent that makes a difference.
