Category Archives: Recruitment News

Energy, News, Recruitment, Recruitment News

Unlocking talent in the energy sector – preparing now for your future recruitment needs

Barely a day goes by without a new funding or project announcement for the renewable energy sector, and they all come hand in hand with the promise of thousands of new jobs.

Huge investments are being committed by the Government and industry into low carbon projects, solar infrastructure, offshore wind and tidal. At the same time, it’s also been confirmed that the decline of domestic fossil fuel production will be slowed with the granting of new oil and gas licences.

Which begs the question, where are all the new employees going to come from?

Just one of the Government projects alone – the creation of new carbon capture usage and storage clusters – claims the potential to support ‘up to 50,000 new jobs’, and there are many others with big staffing requirements attached.

Investments in training and education would be needed on an industrial scale to meet that demand in the coming years; if it can even be met in full at all.

We know there’s already a skills shortage in renewable energy recruitment, and that’s why we’d encourage any businesses in the renewable energy sector to plan now for their future recruitment needs. Whether you’re a start-up that has won funding for an innovation, or a big corporation investing in low and zero carbon technologies, we can help you unlock talent in the sector – and get ahead of the competition in securing the people you need to achieve your goals.

So how do we help you unlock energy sector talent?            

This is where having a strategic partner like Jonathan Lee recruitment can help. Using our extensive network and contacts, developed over a rich 45-year history, we will help you identify and attract exceptional candidates in the ultra-competitive energy industry. One of the ways we do this is through talent pooling.

What is talent pooling and how does it work?

Rather than just posting a vacancy on jobs boards and hoping for the best, talent pooling is much more proactive. It’s a strategic approach, backed up by extensive research and industry knowledge, to identify what you need, whether it’s out there, where to look and how you can attract it. It’s about building relationships with potential candidates, even if there are no current vacancies – all designed to give you the best possible chances of securing the best possible people.

The five phases of talent pooling

Planning: When working with us as your strategic partner, the first thing we will do is drill down on the exact skills you need your new recruits to have. This goes much deeper than a job title – which in the current market might be too specialist to find – to determine the sort of skills and experience that could be relevant to your vacancies. We’ll look at this with and without the expectation of additional training being provided. We will also look at your business plan in terms of when you need new recruits to be on board and work back from there to plan when recruitment activity needs to take place.

Research: Based on our extensive experience and contacts across a variety of industries, including manufacturing, engineering, advanced tech, transport, FMCG and energy, we will work to identify where the skills you need might be found. This could be another industry where skillsets are similar, such as engineering or project management, or even a particular geographical location, perhaps where certain industries or technologies are clustered. As part of our benchmarking, we will also be able to advise on whether the skills you need are available and if so, how much you should be prepared to pay for them.

Sourcing: We’ll then use a variety of measures to begin to identify potential candidates. This will include reaching out to our own database of candidates and contacts, alongside referrals, targeted advertising, professional networking sites and appropriate social media platforms.

Engaging: Successful talent pooling is about building relationships with the right people. We’ll identify potential candidates for you based on skills, qualifications, experience, values and future availability and we’ll actively engage with them on a regular basis to keep them interested and appraised of any opportunities in the pipeline.

Recruiting: When your vacancies become available, we’ll be able to draw on this ready pool of vetted talent, giving you a head start in finding the people you need. If you’re a large corporation with a requirement for lots of staff, we can help you plan and phase recruitment and onboarding in a more manageable way that minimises disruption to your business.

Benefits of talent pooling

This strategic approach is particularly beneficial in a job market just like the one we are experiencing in the renewable energy sector now – where demand for staff is high, but availability of suitable candidates is low, and where several big businesses will be competing against each other for those people, while the smaller start-ups also struggle to get a look in.

It’s also extremely valuable if you’re a start-up and don’t yet fully understand the skills you will need, or what a particular job description should look like.

Talent pooling early on can give you a unique insight into how much your future recruitment needs are going to cost you and provide access to a ‘pool’ of potential candidates, always ready for you to ‘fish’ in – to use the analogy.

There’s also the possibility that the research phase will indicate the skills you need aren’t available in the format you’re looking for. If this is the case, it’s better to know as early as possible so we can look at potential solutions. Perhaps the short-term answer will lie in using freelance consultants or contractors, in which case you’ll be able to secure your slot in their diaries well in advance.

You might discover that to really get the skills you need, training will be required. Finding this out early will give you time to source providers, or even develop your own courses.

Joining forces to secure recruitment success and achieve your goals

By partnering with Jonathan Lee, you gain a dedicated team that is passionate about supporting your growth journey.

To find out more about how we can support you with your energy recruitment needs, read about our energy recruitment service here, or give our Associate Director, Lee Elwell, (pictured above) a call on 01384 446154.

You might also like to read more about how we can work together to unlock your energy business success.

Education, News, Recruitment, Recruitment News

Nottingham-based Protocol Group announces launch of major new education recruitment company.

NEED EDUCATION STAFF WHO ARE BEST IN CLASS & OUT? YOU’D BETTER BOOKMARK IT!

Bookmark: a new recruitment business that will deliver education staff across all sectors of the industry. 

The Protocol Group is creating a new recruitment company which will provide staff across every sector of the education market, it can be announced today.

In a new one-stop shop set to transform the provision of staff across education, Bookmark will be recruiting for any role…both inside the classroom and out.

From teachers to classroom assistants, to admin support workers to caretakers, to canteen staff to exam invigilators, Bookmark aims to fill vacancies efficiently and safely.

Led by a team boasting 27 years of experience, Bookmark, based in Nottingham, will also strive to ensure placements are processed as quickly as possible while performing best-in-class safety checks on potential candidates.

Bookmark will deliver staff in the nursery sector, in primary and secondary schools, across further and higher education and in special needs settings to help streamline and improve the way education institutions recruit staff.

Candidates will be able to enter themselves into a database which will help them access multiple job opportunities all at once.

But safety will remain at the heart of everything Bookmark will do.  To support this, the company will utilise a cutting-edge DBS checks provider, eSafeguarding, to ensure both speed and accuracy.

Commenting on the launch of Bookmark, Matthew Gregory, Director of Education, said: “We are thrilled to announce the launch of such a comprehensive and innovative recruitment solution within education.

“Our aim is to facilitate access to extraordinary opportunities in the education sector, empowering both jobseekers and institutions looking to fill their vacancies.”

Bookmark is committed to building long-term partnerships with educational establishments and providers in collaborations designed to help them achieve their strategic recruitment goals.

To further enable this, Bookmark staff will prioritise face-to-face contact with clients and have a regular presence across the educational settings they deliver staff to.

As well as working directly with clients, Bookmark is also committed to creating a direct relationship with candidates and will put them at the heart of the business.

The business will help candidates achieve long-term career aspirations, and also offer them access to high-quality training opportunities.

Schools and other educational establishments are notorious for often needing to fill vacancies at short notice – often needing posts filled within an hour of being advertised.

But Bookmark is building a service which will help serve this need using a fast and accurate recruitment platform.

And its industry-leading staff, database, systems and communication will help ensure posts can be filled quickly and briefs delivered efficiently.

Describing how Bookmark will benefit candidates and education establishments, Matthew continued: “In such a pivotal industry, matching the right candidates with the right jobs is essential, and individuals and institutions can benefit from receiving guidance from experts in the field.

“Our team invests significant time and resources into understanding the needs and objectives of both parties, something we consider to be key. We look forward to seeing the positive impact Bookmark will make in the education sector.”

 

Appointments, HR Tech, News, Recruitment, Recruitment News

SmartRecruiters Appoints Rebecca Carr as Chief Product Officer

Seasoned HR technology executive returns to SmartRecruiters to lead product roadmap and innovation

SmartRecruiters, the industry’s leading All-in-One Hiring Platform, today announced the expansion of its leadership team with the appointment of SaaS leader Rebecca Carr as Chief Product Officer (CPO). Carr will oversee all facets of product, design, and platform ecosystem, reporting directly to CEO, Michael DeSimone.

 

“Rebecca is precisely what we need in this remarkable time for our company and industry,” said Michael DeSimone, CEO, SmartRecruiters. “Not only does she have the expertise in product management and user experience to drive our product roadmap and vision, Rebecca’s experience enables her to bring a deep commercial awareness of what customers and companies need to make hiring faster, easier and ultimately more successful. Having her back on board reflects her unrelenting commitment to SmartRecruiters, our customers and the talent acquisition community as a whole.”

 

Carr rejoins SmartRecruiters from HR technology company, Checkr, where she served as Vice President of Checkr Pay. There, she was responsible for the business units serving the delivery of the core payments product, including R&D, GTM, business and operations. Previously, she spent seven years at SmartRecruiters in a number of leadership roles, including product, customer success, professional services, product marketing, and solutions consulting. Carr has also held a number of prominent HR leadership positions at companies such as Jobvite and Playdom (acquired by Disney Interactive in 2010).

 

“SmartRecruiters has the people, product, and platform to help companies hire faster and smarter,” said Carr. “How and where people work is changing dramatically, and SmartRecruiters is more ready than ever to invest in the innovation and flexibility companies need to be successful in this new world. I have always believed in SmartRecruiters’ vision and mission and I couldn’t be more thrilled to be back on board. I look forward to rolling up my sleeves and playing a role in the company’s next growth chapter.”

 

About SmartRecruiters

SmartRecruiters enables Hiring Without Boundaries™ by freeing talent acquisition teams from legacy applicant tracking software. SmartRecruiters’ next-generation platform serves as the hiring operating system for 4,000 customers like Bosch, LinkedIn, Skechers, and Visa. Companies with business-critical hiring needs turn to SmartRecruiters for best-of-breed functionality, world-class support, and a robust ecosystem of third-party applications and service providers.

For more information visit www.smartrecuiters.com or www.linkedin.com/company/smartrecruiters

 

 

Cardiff, Recruitment, Recruitment News

South East Wales businesses invited to venture into new graduate talent scheme in September

Businesses across the Cardiff Capital Region are invited to learn more about an innovative graduate talent programme that will see the training of 60 graduates in key skill sets this autumn.

Cardiff Capital Region’s ‘Venture into Digital, Data and Cyber’ bootcamps are designed and delivered by industry experts including The Big Learning Company, iungo Solutions and the Cyber Innovation Hub.

The three bespoke bootcamps aim to tackle recruitment issues and skills gaps employers in these sectors may have by connecting businesses with highly skilled, ready to work talent.

Recruitment intentions are above pre-pandemic levels, according to the CIPD’s Labour Market Outlook report published in Spring 2023. However, recent research by Chambers Wales South East, South West and Mid revealed that 71% of businesses in Wales experienced difficulties in recruiting suitable staff in Q2 of 2023, particularly for professional and skilled technical roles.

Employers who are recruiting in the region have the chance to meet the graduates participating in the three-week intensive skills training programmes, allowing them to match their future placement or job opportunities.

Rowena O’Sullivan is the Skills & Talent Manager at Cardiff Capital Region City Deal and said: “The Venture into Digital programme offers a unique opportunity for employers in our region to connect with talented STEM graduates and ensure their business gains access to industry-ready digital, data and cyber talent.

“These skills are all part of a critical mix that enable and empower modern businesses. We have brought together industry experts and skills leaders to take STEM graduates to a level where they can make an immediate impact in the workplace.

“All three bootcamps will help generate the skill sets that power the future for tens of thousands of businesses in south east Wales – delivering the talent pipeline that will help make the connected, competitive and resilient region detailed in CCR’s Regional Economic & Industrial Plan.”

Businesses are encouraged to register their interest before 26th August by visiting https://forms.office.com/pages/responsepage.aspx?id=lSs1xtlwAkeId8aLiOsbJh7RQRYLu_5PqPnoFuJmWElUNTFJTjFDMlRBRVRKUE5OOVZQRzI0ODYyNy4u

—

About Cardiff Capital Region (CCR)

The Cardiff Capital Region embraces the 10 local authority areas of south east Wales, covering Blaenau Gwent, Bridgend, Caerphilly, Cardiff, Merthyr Tydfil, Monmouthshire, Newport, Rhondda Cynon Taf, Torfaen and the Vale of Glamorgan.

CCR is home to more than 1.5m people (half the total population of Wales) and represents c.50% of the economic output of the Welsh economy. It is a region being reshaped through the £1.23bn CCR City Deal: a unique programme of collaborative working building on the Region’s sectoral strengths, through a series of considered targeted investments in skills, infrastructure, innovation-led scalable projects and priority sector businesses, in sectors that include advanced manufacturing, compound semiconductors, creative industries, cybersecurity, fintech and medtech.

About Venture

The Venture Graduate Scheme aims to enhance productivity, innovation and economic growth by linking talented graduates with ambitious businesses in the Cardiff Capital Region. Venture works with a wide variety of businesses within the region, ranging from start-ups and micro businesses to SMEs and larger businesses.

 

News, Recruitment, Recruitment News

The War for Talent wages on – UK business owners struggle to recruit

9 in 10 business owners are facing challenges with recruiting and retaining top level staff.

A new study released today, has found that the majority of UK business owners are (91%) facing significant challenges with both recruiting and retaining highly skilled employees. The research commissioned by leading speaker bureau, Speakers Corner, canvassed the view of 500 business owners in the UK on workforce trends.

Of those reporting recruitment challenges, 35% say the business has been negatively impacted, listing the top 3 impacts as:

  • Employee workload increase (40%),
  • Business forced to turn away work (38%), and
  • Delayed recruitment (38%) .

And a third (33%) of these business owners even claim that their business has lost money due to hiring the wrong candidate.

Despite the UK being in a recession, vacancies can be the result of many economy-wide and sector-specific influences. And in the wake of the pandemic, attracting and keeping the right talent has become more challenging than ever.

Even as the labour market is expected to stabilize in the second half of 2023, on balance, the trend towards greater numbers of resignations kicked off by post-pandemic readjustments continues – as the estimate of payrolled employees for May 2023 shows a monthly increase, up 23,000 on the revised April 2023 figures. The pandemic prompted a refocus of priorities and work/life balances, paired with long-standing issues – such as an ageing population, skills shortages and structural tightness across sectors – this means organisations must be prepared for a continued war on talent for the remainder of 2023.

Nick Gold, Managing Director of Speakers’ Corner, comments on the data: ‘We are seeing this continued struggle to recruit in a meaningful way across the board – 91% is an overwhelming majority of business owners. And what’s even more interesting here is that we’re seeing this despite being hit by a recession, which you would expect to create an employer’s market. But it seems we’re still seeing the aftershocks of the pandemic. The most straight forward way to address these challenges may seem obvious, or too simple, but by focusing on skills development and career engagement within your existing team, you can begin to build out the skills pool your business needs with the talent you already have.’

Employee wellbeing and development has shifted into focus in more recent years for many organisations as various recent studies – such as the WorkBuzz State of Employee Engagement report – have found that favorable workplace culture attracts more talent than salary.

Shifting focus to internal mobility and upskilling staff is a key accelerator to closing the skills gap as well as an almost sure-fire way of vetting your candidate to ensure they are suitable for the position. However, with this, organisation may have to be more cognisant of the significant difference between the salary step up when moving organisations than through promotions.

A 2023 McKinsey report found that workers who moved organisations on average saw a 12% increase in salary, whereas those who stayed received less than 3% – creating a significant incentive for employees to move.

Disability, Disability at work, News, Recruitment, Recruitment News

Evenbreak Launch TV Commercial With Creative Producers digiio

Evenbreak aims to readdress the statistic that disabled people are 30% more likely to be out of work by raising awareness of their job board and the opportunities available.

The world’s only global job board for disabled people, Evenbreak, has created their first TV commercial aimed at disabled looking for new or better work, highlighting the typical stereotypes disabled people experience on a daily basis and the challenges faced applying for work.

The commercial will air for the first time within Rosie Jones’ documentary ‘Rosie Jones: Am I a R*tard’ that explores ableism trolling, airing on Channel 4, 10pm tonight (Thursday 20th July 2023). The actors used in the ad are all Evenbreak employees, disabled people themselves, adding further authenticity to the message. The advert will also be in British Sign Language (BSL) and contain subtitles.

Evenbreak is a social enterprise run by disabled people for disabled people. The job board brings disabled candidates together with inclusive employers and introduces employers to premium candidates who enable them to create a representative workforce.

 

Jane Hatton, Founder of Evenbreak, is keen to support Rosie’s controversial documentary that has seen criticism from within the disabled community and contributors pull out due to the use of the word r*tard. Jane supports Rosie’s stance on confronting disability trolling online and making technology platforms accountable for this hate crime.

“I am delighted we can show our support to Rosie Jones who is a brave and essential commentator for disabled people. I absolutely understand why the R word can be so devastating to many disabled people. If you choose not to watch the documentary, that’s completely understandable (I think it’s actually aimed at non-disabled people to raise awareness – us disabled people already know the long-lasting and real damage ableism causes). And you can still catch our advert in The Last Leg the following evening! In the meantime, disabled people need to support each other in fighting ableism. However we choose to do that (and we’re all different), ableism is our common enemy.”

 

Featuring members of the Evenbreak team as candidates, the film demonstrates the challenges faced by disabled people applying for work, travelling and attending interviews, revealing the experiences of Mahomed Khatri who is blind, Rele Laguda a wheelchair user who has a spinal injury caused by a car accident and Rachael Salt who is deafened.

Evenbreak aims to readdress the statistic that disabled people are twice as likely to be out of work by raising awareness of their job board and the opportunities available. The job board also seeks to educate employers that because of their lived experience disabled candidates are natural problem solvers, astute project managers and above all determined. Essential skills for today’s innovative workforce. Evenbreak also trains mainstream employers how to support their disabled employees.

 

Speaking about the launch of the commercial, Hatton, added: “We have been working since 2011 to readdress the employment opportunities for disabled people, who are much more likely to be out of work than non-disabled people. The truth is because of their lived experience, disabled people are highly skilled project managers and problem solvers, as getting from A to B can be a challenge in itself.

“We wanted to create an awareness campaign that demonstrated how challenging the recruitment process can be, but also highlight how we can support disabled people to introduce them to inclusive employers as the premium candidates they are.

“Huge thanks to our team members Mahomed, Rele and Rachael who did a brilliant job acting the part of the candidates and Freddie and the team at digiio for volunteering their creative production services to enable us to create this commercial.”

 

Creative Director and Head of Film of digiio, Freddie Hutton-Mills, added:

“Since meeting the Evenbreak team a couple of years ago and hearing their purpose and passion that runs throughout the business, I have been desperate to find a project we could support them with so this advert has been a real honour. The team live and breathe their business and want to reach as many disabled people as possible to add value and support to their lives and to think we could be a part of that makes our job all the more worthwhile. The team were fantastic to work with and we hope this makes a real difference to their business.”

digiio is a creative agency that works with purposeful clients to grow their businesses and strengthen their presence in the markets that matter using insightful creativity and visual expertise.

 

For more information about Evenbreak, visit www.evenbreak.co.uk

 

Business Advice, Recruitment News

7 Methods to Reduce Bias in Your Hiring Process

Organizations must prioritize diversity, equity, and inclusion in today’s rapidly-evolving society. But unfortunately, hiring processes have long been plagued by unconscious biases that prevent truly diverse teams from emerging.

But don’t fret. Today, you will discover seven powerful techniques that will help reduce bias in hiring methods and transform them into fair and inclusive processes – so fasten your seat belt and prepare to revolutionize recruitment!

 

1. Mindful Job Descriptions

Let’s begin from scratch: creating job descriptions. A common pitfall lies in using bias-laden language or gendered terminology, which disincentivizes certain groups from applying. To create an even playing field and foster diversity initiatives, strive for inclusive language reflecting your commitment. 

Avoid masculine/female pronouns altogether while emphasizing required qualifications/skills, as this small but critical step opens doors of opportunities to individuals across various demographics.

 

2. Anonymous Resumes 

To eliminate bias in the hiring process, anonymous resume screening could help remove bias by stripping personally identifying information, like names, gender, or ethnicity, from resumes during the initial screening phase. This gives each candidate an equal chance at shining by emphasizing qualifications and experience instead. 

 

3. Diverse Interview Panels

Diversity doesn’t just apply to candidates themselves; its benefits extend back to those conducting interviews. Diverse interview panels help break down biases by gathering individuals from diverse perspectives, backgrounds, and experiences. These combined viewpoints minimize personal preferences while creating more inclusive decision-making processes. 

 

4. Structured Interviews

Personal bias can creep in unknowingly during unstructured interviews and sway decisions unknowingly. To combat this issue, adopt structured interviews utilizing predefined questions for evaluating candidates’ job skills and qualifications rather than leaving room for improvisation. 

By eliminating room for error altogether and adhering to set criteria instead of making up your evaluation criteria yourself you ensure impartiality prevails!

 

5. Harnessing the Power of Software

HR recruitment software is a powerful ally in our quest to reduce bias: harnessing data-driven algorithms can identify qualified candidates quickly, match skills to job requirements accurately, and ensure an unbiased evaluation process. 

In addition, by automating certain aspects of hiring processes, such as interviewing or evaluation processes, the software helps minimize human biases while improving efficiency – embrace the digital revolution to unlock its full potential to ensure inclusive hiring processes!

 

6. Bias Awareness Training

Sometimes, unconscious biases may operate without our full awareness, creating problems in decision-making. To combat this problem, ensure all hiring professionals receive training to combat discrimination in decision-making effectively and can mitigate bias when making choices.

 

7. Continuous Evaluation and Improvement.

To foster an inclusive workplace where biases are diminished, adopting a growth mindset and fostering continual evaluation and improvement is critical. Review your hiring process regularly, collect candidate and team member feedback, and adapt strategies as necessary. 

Be open-minded towards constructive criticism while remaining flexible enough to adapt as necessary – remembering that progress is an ongoing journey towards more inclusive hiring processes!

 

Conclusion

By now, you have acquired seven effective techniques to combat hiring bias in your organization’s recruitment process. By employing mindful job descriptions, anonymous resumes, diverse interview panels, structured interviews with software helpdesk support, bias awareness training sessions, and continuous evaluation and improvement methods, you have an arsenal to alter recruitment efforts within any given business or institution successfully.

Remember, creating an inclusive and impartial hiring process takes dedication, perseverance, and a firm dedication to diversity and fairness. However, once these techniques have been implemented, their positive effect will be felt across your organization’s culture, innovation, and overall success.

 

News, Recruitment, Recruitment News

Quarterly Recruitment Outlook: No sign of hiring difficulties easing

  • 80% of UK businesses surveyed (92% of whom are SMEs) attempting to recruit have faced challenges, with hospitality and manufacturing firms still the most likely to report difficulties

  • Almost six in ten (59%) UK businesses are actively trying to recruit staff

  • The British Chambers of Commerce calls on the government to work with business on solutions including skills training, investment and urgent reform of the Shortage Occupations List

The latest Quarterly Recruitment Outlook (QRO), a survey of more than 5,000 UK firms of all sectors and sizes by the British Chambers of Commerce (BCC) reveals businesses are still facing record high difficulties in hiring new staff.

The first quarter results for 2023 show that recruitment difficulties have fallen just two percentage points from the record high level of 82% in Q4 2022.

Attempted recruitment in Q1 was virtually unchanged from the previous quarter, with 59% of those surveyed looking to find staff (61% in Q4 2022). In Wales, 45% of businesses attempted to recruit in Q1 2023 and 71% experienced difficulties in finding suitable staff.

While recruitment difficulties are being experienced across the economy, firms in the hospitality and manufacturing sectors were the most likely to report recruitment difficulties (83% in each sector). This is closely followed by the construction and engineering sector (81%) and then professional services; and public, education, health sectors on 79%.

The recruitment pressure points vary across sectors. For firms who struggled to recruit in the construction and engineering sector, 71% faced difficulties in finding skilled manual/technical workers. However, for hospitality businesses that struggled to recruit, 64% faced difficulties in finding semi/unskilled workers.

Across all sectors in Wales, 60% of businesses faced difficulties in finding skilled manual/technical workers, closely followed by professional and managerial staff and semi or unskilled workers.

Investment in training remains stubbornly low in an environment of increasing cost pressures. Just over a quarter of firms (27% in UK and 26% in Wales) reported an increase in their training investment plans over the last three months.

Overall, 67% of businesses say labour costs are a source of inflationary pressure, with a similar number (66%) worried about energy costs. Concerns around labour costs are highest in manufacturing (76%) followed by construction and engineering, logistics, and hospitality (each at 70%).

In Wales, the pressure to raise prices because of labour costs has increased from 63% in Q4 2022 to 79% in Q1 2023, a significant jump that indicates that it is an employee’s market at present.

Paul Butterworth, Interim CEO of Chambers Wales South East, South West and Mid: “This latest survey shows recruitment remains an ongoing challenge for businesses in Wales and the UK.

“While fewer businesses in Wales attempted to recruit within the last quarter, a significant percentage of those that did continued to experience difficulties in finding suitable staff.

“Investment in training remains low due to overall cost pressures, including labour costs. 64% of businesses in Wales told us that they were under pressure to raise prices of their goods and services due to existing labour costs.

“We need to see the commitments made in the Spring Statement regarding employment and enterprise propelled into action so that employers can respond to skills and labour gaps in their businesses and look ahead to growth.”

Jane Gratton, Head of People Policy at the British Chambers of Commerce, said: “People shortages are a massive issue and employers can see little sign of improvement. The high number of unfilled job vacancies is damaging businesses and the economy. Firms are struggling to fulfil order books and turning down new work.

“While investment in training is part of the solution, it is being held back by rising overall cost pressures and a lack of time and resource at firms to mentor and support new recruits.

“There is no quick fix and employers and the government need to work together to find solutions.  While firms can do more to make workplaces more flexible and jobs easier to access, the government must redouble its efforts to encourage and help people into work.

“Support for parents and carers, older workers and those with health issues will be crucial.  At the same time, where there is evidence of urgent and critical skills shortages that are crippling business sectors, the government must adopt a sensible and pragmatic approach to immigration and ensure that the Shortage Occupations List reflects the reality on the ground.

“The Chamber Network is rooted in its communities, representing businesses of all sizes across the UK, and these are the big issues they are telling us need addressing if we are to get the economy growing again.”

Accountancy & Accounts, News, Recruitment, Recruitment News, Talent Management

ACCA Talent Trends survey reveals accountancy talent crunch in UK

  • 64% of accountants surveyed noted they are hybrid working, beating the global average (35%)
  • 39% expect to move to their new roles in the next 12 months

The world of work has gone through the biggest transformation for over a generation and a new era has begun: 39% expect to move roles in next 12 months, inflation is fuelling wage demands, concerns over burnout are growing, and the adoption of hybrid working has some way to go. 

In one of the largest ever studies across the accountancy profession,  ACCA UK’s (the Association of Chartered Certified Accountants) new annual Global Talent Trends Survey 2023 provides a unique and vital view of how people feel about their life at work.

Over 8000 professional accountants from 148 countries including the UK were asked about the concerns they held around work in the future as well as aspirations for their careers. The survey also assessed key workplace issues such as employee engagement, wellbeing, and attitudes to technology adoption.

The research highlights a talent crunch for employers as they struggle to retain staff with big career mobility ambitions and an eye on their next role. In the UK, 39% expect to move to their next roles in the next 12 months, and a further 21% over the next two years. Meanwhile the biggest worry for employees is the impact of inflation on salaries, as well as workplace stress.

At a time of significant workforce change and a challenging global economic climate, the survey indicates that a career in accountancy remains a smart choice for those seeking long-term career prospects and possibilities to continually acquire new skills. The opportunity to acquire a professional qualification which affords cross-sectoral and international mobility further adds to the perception that choosing accountancy leads to a career with choices and flexibility. Seven key themes that emerged are:

  1. The inflation crisis continues to fuel wage pressures and creates retention challenges.
  2. Hybrid working is ‘work in progress’ for many countries, but the UK has adapted fast: 64% of respondents saying they have a hybrid working pattern. In comparison, 57% of respondents globally cite they are working back in the office full time.
  3. Addressing burnout has to be a priority with 71% of global respondents wanting more help from their organisations to manage their mental health.
  4. Job mobility is driving a possible talent crunch for employers – globally 44% expect to move to their next role in 12 months, rising to 69% over the next two years.
  5. Technology is now seen to be empowering accountants to add value, but 42% worldwide suggest they feel overwhelmed by the sheer pace of change.
  6. Inclusion measures score well in the UK with 73% feeling their organisation culture is inclusive but concerns particularly by younger respondents are expressed on social mobility.
  7. Accountancy provides career security in turbulent times, with younger people prioritising career development, financial reward and money rather than broader ambitions to address wider social issues through the jobs they perform.

 

Jamie Lyon, Head of Skills, Sectors and Technology at ACCA, said: “Employers are adapting and experimenting with new ways of working across the workforce. Career development and remuneration are the top two attraction factors to an organisation, yet they’re also the two areas which have most influence on employees’ decisions to leave.”

Lloyd Powell, Head of ACCA Cymru Wales, comments: “The findings demonstrate that flexibility and creativity is key when it comes to the future of work and it’s vital that organisations prioritise the wellbeing of their employees. It’s clear that having an empowering business culture is key to retaining the top talent. However, we need to see more progress being made across the board and attracting the next generation of talent to the accountancy profession is vital to healthy economies.”

 

The full report can be accessed at www.accaglobal.com/talenttrends2023

 

News, Recruitment, Recruitment News

Highest level of recruitment difficulties on record

A new survey by the British Chambers of Commerce (BCC) reveals firms are facing the highest level of recruitment difficulties on record.

The data for the BCC’s Quarterly Recruitment Outlook for Q4 2022 was drawn from a survey of more than 5,600 businesses, 92% of whom were SMEs.

Attempted recruitment in Q4 remained virtually unchanged from the previous quarter, with 61% of firms looking to find staff. Overall, over eight in ten firms (82%) attempting to recruit reported difficulties, up from 76% in Q3.

While recruitment problems persist across all sectors, the survey found that firms in the hospitality sector are most likely to face challenges when recruiting, closely followed by the manufacturing sector.

Statistics from Chambers Wales South East, South West and Mid’s quarterly economic survey for the same period reported similar results for businesses in Wales.

61% of businesses in Wales attempted to recruit in Q4 and 77% of firms experienced difficulties in finding suitable staff. 61% of businesses found it most difficult to recruit skilled and manual employees, closely followed by professional and managerial staff and semi or unskilled workers.

Paul Slevin, Executive Chair of Chambers Wales South East, South West and Mid, said: “The findings of the BCC’s Quarterly Recruitment Outlook show that British businesses are facing the highest level of recruitment difficulties on record.

“We have consistently seen in the results of our own quarterly economic surveys that recruitment, particularly of skilled employees, is an ongoing challenge for businesses in Wales. The extremely tight labour market isn’t easing and continues to place pressure on businesses who wish to increase productivity and grow.

“Investment in training and skills development is needed so that employers can support everyone in the workplace, find new employees and respond to skills and labour gaps in their businesses.”