Monthly Archives: November 2022

News, Training, Training News

Why does taking a course help you become a better HR professional?

In today’s world, efficiency has become more important than ever. What used to take days now can be done in a matter of moments, and this new way of working has transformed the employment landscape.

In fact, being able to respond quickly and effectively to new challenges is one of the cornerstones of a great contemporary worker, and an attribute that organisations are always on the lookout for. With this in mind, training is a vital cog in the machine that is creating this modern employee, ensuring that their skill sets are as up to date as possible, as well as preparing them for the latest developments in the working world.

In the field of Human Resources (HR), being able to understand where others will best fit into the company structure is invaluable. For some people, they are at their best when speaking with others in person or via a video call. However, others might find that their strengths lie in working behind the scenes, dealing with complex problems away from the spotlight.

It is precisely this capacity to be able to pick up on a worker’s strong points and areas for improvement that makes HR professionals absolutely ideal candidates for another career type. That vocations could be TEFL; Teaching English as a Foreign Language. 

HR expert should definitely consider a TEFL course, for a number of reasons. Read on to find out some of these, as well as some useful ideas to help the HR guru grow along the way.

 

Obtain a TEFL certification

The first step is to go ahead and get a reputable TEFL qualification. It’s about having the knowledge and self-confidence to approach new problems with greater confidence, even if this means working from home or adding a side hustle to the day job.

It’s also about teach English in Taiwan, one of the hottest spots to go and teach TEFL abroad at the moment. For one thing, having the choice to go and travel overseas to work is a great option to have. 

For another, a foreign spot on the curriculum vitae adds an element of surprise, giving future interviewers the perfect moment to be curious and ask further questions. These are essential in gaining an advantage in an interview setting.

Furthermore, a reliable TEFL course also has a plethora of information about teaching the language itself, which is a key component of communicating with anyone in English. This might migrate into more accurate and detailed explanations of core projects, all the way through to paying greater attention to detail on major internal business correspondences, so that they can be understood by all.

 

See the world

Once the TEFL qualification is in the bag, a wonderful next target is to go abroad and use the certification to teach abroad. Many large global sectors, from airlines to hotels and restaurants, all want to make sure that their own staff are highly engaged with the English language.

These firms recognise that tourists have a choice when it comes to where they spend their travel money. Indeed, travel locations that offer English as a language are more likely to attract visitors, and so make more money as a result. 

The workers get the benefit of on the job training too, that they might otherwise have to pay out of pocket for.

As a result, most employees are liable to be highly motivated and focused during these classes with a TEFL teacher. They have the chance to add value to their own employment record, as well as learn a skill that they will be able to use in their own personal lives.

 

Choose a suitable location

Once the decision to go abroad has been made, another good task is selecting the right country for living and working in. For each individual, this will be motivated and influenced by distinct facets, such as cost of living, quality of life, travel options, alongside many other factors.

A great blend of all these aspects is Taiwan, located just off the east coast of mainland China. With technological developments on par with most of the developed world, it is easy to get around and navigate this beautiful island.

On top of that, Taiwan has a host of attractions, from traditional all the way up to cutting edge. There is something for every taste to be found in this small nation, with an ideal hybrid of old and new fused together in a fast paced environment.

 

Opt for an age group

Another big area in the decision-making process is to choose the right age group to teach TEFL to. Around the globe, there is a vast array of learner groups, from kindergarten up to adult learners, and each bring their own advantages.

With really small learners, for example, there is the chance to have a lot of fun with the language. It is usually easy to come up with a range of games and activities that are simply a pleasure to participate in for both students and TEFL teachers.

On the other hand, older kids tend to be a touch less energetic, and more aware of the responsibilities that come with being a mature student. They have their futures to think about, and often can take their time more on aspects such as essay writing or debates. Additionally, they are more likely to comprehend more complex grammar topics, as well as pay attention to classroom presentations for a bit longer.

Last but by no means least, there are the adult students to think about. These could be in the form of university learners, who need English for writing their thesis, or performing cross-cultural research projects with students from universities in other countries. 

Alternatively, as mentioned before, there are a whole host of companies who pay for a TEFL professional to come in and make sure that the staff are in the know about the latest happenings in the English language. In any case, the HR expert has a full range of age groups to choose from when making their final choice to teach TEFL.

 

References:

  • https://businessinthenews.co.uk/2022/07/06/language-training-app-elsa-announces-over-1-million-dollars-in-airline-and-hospitality-training-investment/
  • https://businessinthenews.co.uk/2022/01/06/the-importance-of-training-your-staff-well/
  • https://www.tefl.org/teach-english-abroad/teach-english-in-taiwan/
  • https://www.cnn.com/travel/article/10-things-taiwan/index.html
  • https://abcnews.go.com/International/taiwan-growing-destination-hong-kong-residents-freedom/story?id=89817220

 

ECommerce, Fashion, News

Shein Has a New Competitor, Temu. Here Are 5 Ways This eCommerce Giant is Already Ahead of the Pack

When it comes to affordable eCommerce retailers, Shein is a well-known name that comes to mind. But a new platform is quickly making a name for itself–Temu. This up-and-coming eCommerce platform is already ahead of the pack in several ways. 

 

Here’s a look at five ways Temu is different from Shein:

  • Product Source Transparency
  • Ideal Shipping Option
  • Better Late Delivery Policy
  • Customer-Focused Return Policy
  • An Offset of Carbon Emissions

 

eCommerce is a rapidly growing industry, and Temu is one of the new players that is shaking things up. This article will explore how they’re changing the game and setting themselves apart from the rest. 

1. Product Source Transparency

While Shein offers a wide variety of products, Temu takes things one step further by offering an even greater selection far beyond fashion. Whether you’re looking for clothing, cosmetics, pet stuff, or home goods, chances are you’ll find what you’re looking for on Temu. 

When it comes to online shopping, product transparency is important to consumers. Shein has been criticized in the past for not being completely transparent about where their products come from. Temu, on the other hand, is very clear about the origins of its products. 

 

On Temu, you can see exactly which supplier each product is coming from. This information is not readily available on Shein. This is a big selling point for Temu, as it allows consumers to make informed decisions about the products they’re buying, and with a dedication to small businesses, Temu offers an ethical alternative to Shein. 

2. Ideal Shipping Option

Temu offers two shipping options: Standard shipping and Express shipping. Standard shipping is free for almost all orders, while Temu offers free express shipping on orders over $99. 

While Shein offers a similar deal, it doesn’t quite stack up to Temu’s offer. Shein only has free standard shipping on orders over $29 and free express shipping on orders over $129.

3. Better Late Delivery Policy

Temu also has a generous late delivery policy, something Shein lacks. If your order arrives later than the guaranteed delivery date, Temu will credit you $5 for late standard deliveries and $13 for late express deliveries. Late delivery credits are a revolution in the eCommerce industry, and Temu is leading the charge. 

4. Customer-Focused Return Policy

Temu offers a customer-focused return policy that is more generous than the policy offered by Shein. If you’re not happy with your purchase, Temu offers free return shipping and full refunds within 90 days of purchase.

Shein offers a similar return policy, but there are potential added costs for shipping fees. Temu’s return policy is more customer-friendly and offers a hassle-free experience. 

5. An Offset of Carbon Emissions

Temu is committed to being a sustainable and eco-friendly company, and they offset carbon emissions for every order placed on their site. Shein does not offset carbon emissions for their deliveries. This makes Temu the most sustainable option for online shopping. 

This concept is important, especially as we begin to see the effects of climate change. Temu’s carbon neutral-aspiring status is a selling point for many consumers who are looking to shop with companies that share their values. 

Final Thoughts

Temu is quickly making a name for itself in the eCommerce world, and it’s easy to see why. As a company with a dedication to inclusivity and community, Temu is changing the landscape of online shopping. If you’re looking for an ethical and sustainable alternative to Shein, Temu is a perfect choice. 

 

Business, Export, International News, News

Chamber’s international trade showcase success

Chambers Wales South East, South West and Mid hosted an international trade exhibition and dinner to enable Welsh businesses to thrive on the global stage.

The ‘Wales to the World’ event was held in association with the British Chambers of Commerce, Welsh Government and Moneycorp at Cardiff’s City Hall, with 87 attendees and three keynote speakers: David TC Davies, Andrew Gwatkin and Shevaun Haviland.

In his first official engagement in post, David TC Davies, the new Secretary of State for Wales, discussed the need to increase the pace of trade across the world and his belief that businesses in Wales are competitive globally.

Andrew Gwatkin, Director of International Relations and Trade for the Welsh Government, commented on the need to emphasise Wales’ opportunities in the world and develop international trade at SME level, as well as sharing how the Welsh Government are supporting businesses.

Shevaun Haviland, Director General of the British Chambers of Commerce (BCC), spoke of the Chamber’s global business network, how the BCC and local Chambers are helping through end-to-end support and the role they hold in leveraging the work done by governments.

The event was held in the lead up to international trade week (October 31 – November 4) and, in addition to the dinner, featured opportunities to engage with exhibitors including Business Wales, Centurion VAT, DIT Wales, Iungo and United Worldwide Logistics among others.

The exhibition also featured an exclusive breakout knowledge sharing session, focusing on customs changes, access to markets and the support that is available for businesses to enable trade.

Drew Flowers, Director of Trade at Chambers Wales South East, South West and Mid, said: “We want businesses in Wales to grow and trade across the world, with a clear understanding and confidence of how to do that effectively.

“That is why we brought in a range of expert speakers and leading organisations to ensure attendees enjoyed an event full of quality knowledge, resources and connections, so Welsh businesses can feel supported when trading.

“There was a real air of positivity at the event with businesses and speakers excited for the future and supportive of the prospects and trading potential for businesses in Wales.”

Awards, News

PaperCut Secures HP Partner Excellence Award

Print pioneer recognised for delivery, engagement and flexibility  

PaperCut has announced that, at HP’s Partner Conference, it was awarded the HP Partner Excellence Award. Hosted in Boise, Idaho, the Partner Conference honours and acknowledges outstanding best practice among HP’s development partner community.

PaperCut was singled out by HP for its delivery and engagement, in the context of a Workpath application PaperCut created for PaperCut Hive, its cloud-native print management solution. PaperCut was also praised for the flexibility in its ordering processes. In particular, HP called out PaperCut’s ability to continuously work with it to create experiences that are unique for HP’s customers. HP praised how PaperCut combined its award-winning software with market leading HP devices, as well as PaperCut’s commitment to providing support for all HP business strategies such as Workpath, HP3S and Beta programs.

Commenting on its success at the HP Partner Conference, PaperCut’s Steve Holmes, EMEA Regional Director, stated: “We’re thrilled to be recognised by these awards, not least because HP has extremely high expectations of its partner community. PaperCut has the agility and nimbleness to act swiftly to partner requests to ensure that we’re delivering the solutions that businesses need today, as they grapple with challenges ranging from cloud migration to hybrid working. This award is an endorsement of our willingness to listen to all of our channel partners and engineer solutions that are truly fit for purpose.”

Job Opportunities, Jobs, News, Retirement

Why home and pet sitting could be the ideal job choice for those ‘unretiring’ due to the cost-of-living crisis

A growing number of retired people are expected to be seeking new types of employment in a bid to make ends meet as the cost-of-living crisis impacts people’s pockets, with home and pet sitting a possibility for some looking to boost income.

A recent survey by My Pension Expert[i] showed that 12% of those currently in retirement said that the cost-of-living crisis had upended their retirement plans and 6% said they think they will need to ‘unretire’ in the coming months to bolster their retirement finances.

According to Ben Irvine, Director of Operations at Homesitters Ltd becoming a home and pet sitter can give people a way to earn extra money in retirement, as well as make savings on their utility bills which can be a tremendous help for some at this worrying time.

Ben said: “Home and pet sitting is a flexible form of employment that is suited to retired people who enjoy spending time with pets and staying in new places. The role involves staying in people’s home and taking care of people’s pets when they go on holiday.

“It’s a great way to make some extra money as well as save on bills, especially during the winter, as they are staying in other people’s homes. The biggest attraction of the job for most is looking after pets, most commonly dogs and cats, and seeing different parts of the UK.

“People also welcome the money they make, often saving it up for treats such a lunches out or holidays. At this time of national crisis when everyone is feeling a little bit poorer it’s an enjoyable role that those in retirement can easily do to boost their finances that won’t feel much like work at all.”

 

Home and pet sitters employed by Homesitters Ltd typically earn around £170 as a couple for a two-week homesit, plus they get reimbursed for mileage at 45p per mile and get a daily food allowance while on assignment. With the average household energy bills expected to hit £2,500 per year[ii], spending weeks on homesitting assignments could also help to reduce this.

One couple who started homesitting after retirement are Martin and Kristine Bell from Collingham, near Newark in Nottinghamshire. Martin retired at the age of 60 from a career in industry and legal secretary, Kristine decided to retire at the same time so they could spend more time together.

The couple didn’t want to sit around doing nothing during their retirement and were keen to get out and meet new people and visit new places. Home and pet sitting seemed a good way of doing this.  Also after losing their beloved West Highland Terrier they decided not to get another dog so becoming homesitters seemed like a good compromise. They would get to spend time with animals without the commitment involved in being a dog owner.

 

Martin says, “The best way of spending the evening is having a dog on your knee or by your feet to stroke while you’re reading, it gives us a great feeling of contentment – and the dog too! We’re just ordinary people doing ordinary things and getting the maximum benefit from our retirement.

“You’d be surprised how many people aren’t aware that home and pet sitting is a job and we’d recommend it to anyone who’s retired. Where else would you get the opportunity to stay in different homes in new places and experience other people’s pets and lifestyles and not have to pay lots of money to do it?”

 

Homesitters Ltd are different to many other pet sitting agencies in that all their homesitters are employed by them, are fully vetted and insured, plus they provide 24/7 back up support for homesitters on assignment. Homesitters also meet clients and their pets beforehand to be briefed on the home and the pets’ routine to ensure the assignment goes smoothly.

 

For more information on Homesitters Ltd and to apply to become a homesitter visit: www.homesitters.co.uk

[i] https://mypensionexpert.com/2022/08/26/the-true-impact-of-the-cost-of-living-crisis-on-pension-plans-revealed/

[ii] https://commonslibrary.parliament.uk/research-briefings/cbp-9491/

Charity & CSR, Investment, Investment News, News, Social Housing

SASC launches second fund to support charities and social enterprises that house disadvantaged people

After the success of its first housing fund, Social and Sustainable Capital (SASC) is launching a second offering that will continue to support social sector organisations to provide safe, stable and appropriate homes for vulnerable people and their families in the UK.

The award winning Social and Sustainable Housing (SASH) fund was co-designed with the social sector and launched in 2019.  Having already raised and allocated £64.5m to frontline housing organisations, SASH II opens with almost £35m and is expected to go on to raise £125m.

The fund has attracted investors, including Big Society Capital, Scottish National Investment Bank, Greater Manchester Combined Authority, the Church of England’s Social Impact Investment Programme, Ceniarth, and Ogelsby Charitable Trust.

SASH II provides flexible finance to ambitious organisations who are delivering vital services to disadvantaged people and families in their communities, including the homeless, individuals and families fleeing domestic violence, asylum seekers, young people, and people with addiction or mental health issues.

Ben Rick, Co-Founder and CEO of SASC said, “We support social sector organisations to expand their owned property portfolio, allowing them to deliver additional, high-quality housing alongside the kind of support that helps individuals move back to independent living.

“By working with frontline delivery organisations, we support the transfer of ownership of housing into the social sector on a permanent basis.”

The SASH structure was co-designed with social organisations.  Working with Hull Women’s Network, a domestic abuse charity, in 2017 enabled SASC to understand the features of conventional financing that were restricting the ambitions of high performing social sector organisations.

Lisa Hilder trustee of Hull Women’s Network said, “We were able to work with SASC to design something truly unique in the social investment market – a product that shared risk in a completely new way with an investor.  The two loans we have since had from SASC have been a key part of our development journey. We have been able to take control of housing and deliver improved social outcomes as a result.  We are delighted that SASC have been able to raise additional funds to make this financing available to others facing the same problem.”

To date, the SASH fund has invested in 18 high performing organisations across the UK and approved loans to a further four. SASC is already in conversations with new organisations interested in investment and expects, through the new fund, to be able to support over 30 best in class charitable organisations.

One organisation that has already increased the size of their SASH loan is Peter Bedford Housing Association. It has been delivering social and practical support as well as employment and training services to tenants in Hackney and Islington in London for over fifty years.

Clare Norton, CEO of Peter Bedford, said, “We hadn’t expanded our housing portfolio for almost 20 years and were looking for ways to grow as we’d identified some neighbouring boroughs that had really high homelessness needs. Working with SASC was such a  positive experience. The funding helped us to become a “Investment Partner” with the Greater London Authority (GLA), and this will offer future avenues for investment.

“Social investment has given Peter Bedford the opportunity for a strong future. To be able to look back on the process and see all the development you weren’t expecting is so encouraging. We expect the financial resilience and the upskilling of the team will support us for the next 25 years at least.”

In SASC’s 2021 borrower survey, 95% of borrowers said they would recommend SASC to other organisations. Reasons given include the flexibility of the product, their partnership approach and supportive working practice, plus the fact that a SASC loan allows them to do things that they couldn’t find support for elsewhere.

For more information on the SASH fund visit: https://www.socialandsustainable.com/social-and-sustainable-housing/

For more information on SASC visit: www.socialandsustainable.com

News

Legacy of industrial fixings supplier renewed in buy & build acquisition

Fixwell Fasteners, an industrial fixings and fastenings supplier with a 30-year legacy operating across Wales and the South West has been acquired, in a deal advised on by the GS Verde Group.

 

Providing clients with a comprehensive range of fixings, tools, accessories and janitorial supplies, Fixwell Fasteners has a leading reputation by combining the expertise of a national supplier with the family-business focus on customer and supplier relationships.

 

The business has been acquired by Brian Jones, an experienced, serial entrepreneur in specialist engineering. Fixwell provides the platform to begin a buy and build growth strategy in the industrial supplies market.

 

Former owner of Fixwell Fasteners, Wayne Huxtable, will remain active in the business; leading on client and supplier relationships and aiding in the long-term transition and execution of the strategy.

 

Speaking on the sale, Mr Huxtable, said: “Building Fixwell over the years to become the one-stop shop for thousands of industrial supplies has been a labour of love.

 

“It’s thanks to our longstanding, valuable team that we have fostered strong customer relationships and developed a reputation to be exceptionally proud of. I am delighted that the business will continue; combining the existing team with Brian’s strategy has the potential to grow even further.”

 

Since its inception in 1990, Fixwell Fasteners has expanded its supply and services in conjunction with an increasing customer base, adding bespoke stock management and equipment sourcing to its offering.

 

The acquisition draws upon Fixwell’s strong sector presence to form an engineering-led hardware group, supplying the wider South West market.

 

Mr Jones said: “The business has been run brilliantly by Wayne and his team over many years, and we look forward on building on this success together.

 

“We are excited about the future and the prospect of both organic and acquisitive growth continuing.”

News

Senior appointments at ambitious MSP Flotek reflect customer-focused success

Two senior appointments have been announced by ambitious IT Managed Service Provider Flotek, as the business continues its impressive plans for growth.

 

Founded by Jay Ball, Malcolm Holland, and David Middleton, the IT MSP supports SMEs in South Wales and beyond with trusted, innovative and cost-effective cloud technology.

 

The appointment of Chris Holden to Head of Client Relations reflects the business’ dedication to providing next generation, scalable technologies with committed and familiar customer support services that SMEs particularly value.

 

Chris brings over a decade of management and entrepreneurial experience to the role, which will see him lead Flotek’s customer account managers and drive the integral customer-first values across the group.

 

Speaking on his appointment, Chris commented: “I’m delighted to join the Flotek team and make a real difference for SMEs, helping them embrace innovative cloud technologies to supercharge their digital position.

 

“We’re committed to ensuring each and every customer is supported and gets the most from us as their technology provider, to reach their full potential.”

 

Also furthering Flotek’s commitment to customer satisfaction is the promotion of Michael Berry, a longstanding team member of Flotek’s most recent acquisition Gower Business Systems, to Client Account Manager.

 

Said Michael: “Having worked with regional SME clients for many years, we understand what’s important to them, and how to provide the tailored care and support they need. I’m thrilled to be a part of this exciting phase of growth for Flotek and in turn help SMEs unlock theirs too.”

 

With the business’ robust strategy for organic and acquisitive growth driving continued success, Flotek is set to double its headcount to 50-strong in the next six months.

 

Malcolm Holland, Managing Director, at Flotek, said: “We are thrilled to welcome Chris and see Michael progress within Flotek, and are confident they will enhance our already incredible team.

 

“These strategic appointments reflect our accelerated growth strategy, and most importantly our commitment to round-the-clock support for our customers, empowering their digital transformations.”

 

Learn more about Flotek at www.flotek.io

Background Screening, Christmas, News

Festive hires – what should your business be looking out for in temporary staff this Christmas?

As employers search for staff earlier than ever this year, Vero Screening urges businesses to seek out proper onboarding checks and avoid unnecessary risk

Temporary work job searches containing the word ‘Christmas’ were 244% higher going into October compared to the same time last year, according to recruiter Indeed Flex*.

The increase shows that employers have started the recruitment process for seasonal staff earlier than usual this year as businesses UK-wide prepare for their first ‘normal’ Christmas in three years thanks to the Covid-19 pandemic.

Vero Screening, a leading European employment screening provider, says the shift in seasonal hiring this year should first and foremost serve to remind employers of the mass increase in gig workers arising from the pandemic, and the risks posed to those most vulnerable back then too.

So what should you be looking out for in temporary staff this Christmas – and what are the risks to your business in hiring with haste, in what looks set to be a more fraught festive season than usual in 2022?

Virginia McFarlane-Watts, Head of Business Development at Vero, explains: “Gig workers often come into contact with those who are vulnerable – children, the elderly, or those who are housebound. They’ll usually work independently, receiving less oversight than a typical employee who is based in an office, for example, maybe making deliveries or meeting the general public as part of a festively themed service offering.”

“This in turn requires a higher level of trust from both service users and employers, and is something which is very true of the Christmas period. Delivery drivers were in high demand during the pandemic just as they are during the festive season, for example, meaning ample hiring practices are required to ensure that the risk to your business, its people – and most importantly your customers – are minimised this Christmas.”

To help HR practitioners, business leaders and other professionals responsible for hiring temporary staff this Christmas, background check experts at Vero have therefore identified the following as fundamental typical checks to make on seasonal and gig workers:

  • Criminal record checks
  • Driver licence checks
  • Employment verification
  • Education verification
  • Right to work checks

Virginia said: “When hiring temporary employees, it’s important to be reminded of the higher turnover rates that are typically involved – they may be looking to use it as a stepping stone to more permanent employment, or simply be viewing their opportunity with you as a ‘stop gap’ until something better comes along. As a result, the process of onboarding temporary workers can be all too swift so that employment can commence as quickly as possible.”

“But it’s important for anyone looking to hire temporary staff this Christmas to remember that, although they may not sit within your business for long, their actions could leave a lasting, and ultimately costly, impact. In our experience, these are the checks which can act as an additional verification of the background and trustworthiness of the gig worker, therefore.”

Vero Screening is a market-leading screening provider with global reach and, as an Accurate Background Inc company, is the largest UK-based independent supplier of outsourced screening services, providing expert knowledge and world-class employment screening services for clients in 200+ countries.

For more information on Vero Screening and its services visit www.verscreening.com

—

*According to this article: https://www.thehrdirector.com/business-news/employment/christmas-seasonal-vacancies-temps-triple-last-year/

HR, HR News, Wellbeing at Work

Economic uncertainty threatens to wind back “pandemic progress” in UK workplaces

  • As the economic pendulum swings, UK business leaders are being forced to make tough choices that threaten recent progress around flexibility, employee wellbeing and skills development
  • LinkedIn data finds that remote work has passed its peak, with remote job postings declining globally
  • This is at odds with what professionals want – flexible work, skills development opportunities and work-life balance are what they value most
  • Companies that pull back on the new way of work will push talent away which could negatively impact long-term business performance

As economic storm clouds gather, the flexibility and freedoms introduced during the pandemic that employees benefited from are now at risk. New research conducted by LinkedIn, the world’s largest professional network, finds that in the UK, the current climate is causing concern among business leader that companies will be forced to wind back progress on important areas of working life such as flexible work (75%), skills development (76%), and employee wellbeing (83%).

This comes as new analysis of remote job postings on LinkedIn shows that remote roles are in decline. According to LinkedIn data, in the UK, hiring for remote jobs peaked in January 2022, when almost 16% of jobs listed on the platform were remote. This is compared to just under 12% in September 2022. This mirrors a trend we are seeing in countries around the world and is likely a sign that remote work has peaked as employers look to get teams back into the office.

Employer and employee disconnect 

The LinkedIn study of 272 C-level executives from large organisations across the UK, combined with LinkedIn jobs data, highlights a growing disconnect between what professionals want and what employers are now offering, with the balance of power shifting back to employers as hiring slows.

This is despite the fact that according to LinkedIn’s Global Talent Trends report, flexible work comes top of the list of priorities that employees value in employers today, even beyond compensation. Skills development and work-life balance also feature high up on the list – other areas that are at risk of being scaled back during economic uncertainty.

Professionals are refusing to return to the old ways of work. In many countries, applications to remote roles vastly outstrip supply. While  just under 12% of jobs in the UK are remote, they’re receiving more than 20% of applications in September 2022.

 

Becky Schnauffer, Head of Global Clients, EMEA & LATAM, at LinkedIn said: “Our Global Talent Trends report serves as an important reminder that flexibility is no longer just a nice to have, it’s become necessary for many. In fact, our research shows that flexibility is the top priority for people looking for new roles in the UK. It’s clear that scaling back on flexibility in response to this period of economic uncertainty could create a disconnect between companies and employees, and wind back progress made in the workplace over recent years. By having a clear understanding of what drives employees, employers can build out hiring and retention strategies that will effectively attract and retain top talent.” 

 

Anthony Klotz, Professor of Organisational Behaviour, UCL School of Management, said: “Leaders are caught between the allure of returning to old ways of working, and the challenge of looking toward the future and rethinking how they lead and how their employees work. As LinkedIn’s study indicates, some of those in positions of power are opting out of the opportunity that this moment presents. But it’s those that embrace the mantle of leadership and turn into reality the vision that so many workers can clearly see – a future in which employees’ relationships with their employers are a source of wellbeing – who will come out stronger. It is these visionary leaders who are positioning their companies and their employees to thrive in the long-term.”

 

Employee commitment crucial to getting through tough times

With turbulence ahead, UK leaders say keeping employees motivated and engaged is their number one workforce priority over the next six months. This comes as they also recognise that financial strains due to the increased cost of living (49%), and worries over being laid off (33%) are playing on employees’ minds currently.

 

Leading through uncertainty

As companies navigate uncertainty, one area of agreement is clear – communication is critical. It’s the top soft skill global leaders identified as necessary to getting through this time, followed by problem solving, transparency and empathy. In fact, the soft skills of problem solving, communication, and strategy were featured in 78% of jobs posted globally on LinkedIn over the last three months. Rather than leaving their teams in the dark on the tough decisions ahead, leaders need to build bridges to their employees and bring them on the journey with them.

 

To get through the uncertainty ahead, LinkedIn advises leaders to:

 

  • Take an adaptive leadership approach – Leaders must be transparent about the current reality and adapt to what lies ahead, whilst providing employees with clarity on short-term business priorities. They should see this period as an opportunity to iterate and adjust, which will stand them in good stead when the cycle ends.

 

  • Maintain workforce connection and trust – Today just 45% of UK employers encourage collaboration and knowledge sharing amongst employees. By helping employees to build connections with their colleagues, employers can energise their teams and strengthen their company culture. Furthermore, returning to command and control styles of leadership and dictating that employees must be in the office will quickly erode trust.

 

  • Focus on skills – The skill sets needed for jobs has changed by around 25% since 2015 and this number is expected to double by 2027. By understanding the skills your employees have today, and the skills your company needs in the future, companies can hire or redeploy talent into growth areas.

 

With the uncertainty ahead comes opportunity. To help leaders navigate it and lead to a new future of work, LinkedIn has made a number of LinkedIn Learning courses available for free until November 30th – including courses on How To Future Proof Your Organisation and Become a Multiplier of Wellbeing In Your Organisation. LinkedIn has also published its Global Talent Trends report which provides leaders with insight into how labour market trends are affecting employees and workplaces.