Tag Archives: recruitment

News

Recruiter warns workers of unscrupulous ‘umbrella companies’ and tax avoidance schemes

A LONG-STANDING recruitment firm warned clients and workers to be vigilant of agencies using unscrupulous ‘umbrella companies’ to payroll temporary staff.

HM Revenue and Customs (HMRC) issued a caution as a growing number of non-compliant organisations are promoting tax avoidance schemes which can leave victims facing financial penalties and reputational damage.

Colwyn Bay and Bangor-based Supertemps – approaching its 45th year in business – urged people to be wary and look out for signs it could be happening to them.

Such schemes are targeted at contractors and temporary employees who may not know the risks, with red flags including economic incentives significantly higher than industry standards, inconsistent payslips, payments to third parties and offshore addresses.

Sarah Ellwood, Managing Director of Supertemps, said: “All our workers are PAYE and payrolled internally, so our processes are water-tight, but we have heard horror stories from other companies, and this issue is very topical.

“These umbrella companies can do a lot of damage, not only to the reputation of a recruitment agency but also that of end employers, and there can be financial penalties and tax implications for both.

“Agencies should be cautious and do their due diligence because the long-term impact can be very detrimental to them and their clients.

“Not all of these companies are dubious but sadly many of them are, and a lot of workers don’t even know they’re being paid via an umbrella company so it’s important to be transparent.”

Under new powers introduced in 2022, HMRC can publish information when they suspect ‘enablers’ are involved in promoting a tax avoidance scheme or having a role in making a scheme available to use.

The UK Government recently consulted on options to tackle non-compliance in the market, including penalties for agencies failing to carry out mandatory due diligence.

“There are a lot of steps business owners, procurement and HR departments and employees can take to protect themselves and make sure staff are being paid correctly,” said Sarah.

“Checking the HMRC list of named tax avoidance schemes, promoters, enablers and suppliers, and reporting anything untoward is crucial, as is taking a close look at your supply chain and ensuring any agencies you use are operating legally and ethically. If this is not the case, it could have repercussions on the agency, the end employer and worker.”

She added: “Ultimately, as recruitment agencies we have a duty of care to our clients and our workers and must operate within the law and with the highest ethics to protect both.

“If you are being offered workers at hourly rates that seem significantly cheaper then you need to question why.

“If you are not handling payroll in-house, look at the practices and background of the businesses that are on your behalf, take precautionary steps and do not leave your organisation open to potential legal and financial exposure.

“Doing so will ensure you operate within HMRC guidelines and, importantly, retain your reputation while adhering to ethical business standards.”

For more information, visit Working through an umbrella company – GOV.UK (www.gov.uk).

Visit www.supertemps.co.uk and follow @supertempsltd for the latest news and information from Supertemps.

YouTube channel: https://www.youtube.com/channel/UCyDDc48hfPJTMq_4pyI3ZAQ.

News

Green shoots of recovery for UK tech jobs market

The UK technology labour market is showing the green shoots of recovery after a torrid 12 months which saw the number of job vacancies plummet, a new report says.

Vacancies in the IT sector plunged more than 40 per cent in 2023 compared to the previous 12 months, as employers across the country tightened their belts amid uncertain economic conditions and rising interest rates during late 2021 and 2022 as the pandemic ended, the analysis shows.

However, in the first three months of 2024 there were 18,551 IT vacancies, a rise of nearly 16 per cent compared with the last three months of 2023 and 1.4 per cent up on the monthly average in 2023, when the market was significantly stronger.

The report on UK tech employment trends in the first quarter of 2024 has been published by Manchester-headquartered recruitment marketplace Hiring Hub. It is based on research by Vacancysoft, a provider of labour market data and analytics.

Information used to compile the report was gathered from the career centres of company websites and relates to unique job postings only, not duplicated ones.

Hiring Hub founder Simon Swan said: “Last year’s job market slowdown, which saw over a 40 per cent reduction in IT and tech jobs from the peak of 2022, clearly left its scars.

“But there is good news to share: the green shoots of a mild recovery were visible in the first quarter of 2024, leaving me cautiously optimistic about the next few months as employers are clearly adapting to higher interest rates, tighter financial conditions and seismic technological shifts catalysed by AI.

“We definitely felt this temperature change at Hiring Hub, with March 2024 the best month for job uploads on our recruiter marketplace this year. While there’s still a degree of uncertainty around the economy causing obvious headwinds, the jobs outlook is gently improving and the sentiment should be one of cautious optimism after a tough second half of 2023.”

He added: “Driving the rebound in IT jobs is a thawing of venture capital investment, as funders that were sat on the sidelines last year with dry powder to deploy seek high-quality start-ups and scale-ups whose growth they can fuel – jobs typically coming a few months downstream of each deal.”

London, which was particularly hard hit in 2023 as IT jobs there plummeted by more than 50 per cent, is the main beneficiary of increased VC activity, says the report. The capital and the south east combined accounted for more than 52 per cent of all IT and tech roles between January and March this year.

Nationally, there were more than 6,000 tech vacancies in February and March and only just less than that in January. March was the strongest month since August 2023.

The technology, media and telecoms sector accounted for 48 per cent of IT vacancies in the first three months of this year, followed by financial services on 22.7 per cent and consumer goods and services on 8.5 per cent.

The report says the trend of more jobs specialising in data has continued into 2024, as businesses look to integrate and exploit the opportunities which AI presents. This has meant the importance of data is more prevalent, leading to more jobs in this niche area.

Skills in greatest demand are IT development and engineering, IT management, infrastructure and support.

James Chaplin, chief executive of Vacancysoft, said: “After the downturn in 2023, the signs are positive. As economic conditions pick up, so the IT jobs market has been taking shape, with London in particular being the biggest beneficiary.

“A big part of the uplift can be attributed to the pick-up in VC funding. If VC and private equity funding are indicative of where the market is going next, we believe that technology firms specialising in climate and ecology will lead the way. Funding into these businesses is now at record levels.”

Hiring Hub, which is backed by Manchester-based private equity house investor MonacoSol, connects employers with recruitment agencies to help them find quality candidates quickly.

Charity & CSR, News, Recruitment News, South East

Holt Recruitment Conquer ZigZag to Everest Challenge and Raise over £7,000 for Home-Start Wessex

Holt Recruitment, based in Bournemouth, took on an epic fundraising challenge this May. Using Bournemouth zigzags, they decided to scale Mouth Everest in a day, walking 8,849 metres to the ‘summit’, in aid of Home-Start Wessex, a charity that does incredible work to support local families in need.

Every year, the team at Holt Recruitment pushes their limits for a great cause. They have completed a 24-hour marathon, rowed around Britain and cycled the Tour de France. This year, they went bigger than ever before. The team embarked on their ascent to the summit of Everest at 8 a.m., and by 2 p.m., every team member had conquered yet another monumental Holt Challenge. Even Harry Redknapp sent a message of support, wishing the team the very best for their charity walk.

Owner Stuart Holt said, “We Did It! We’re thrilled to announce that we’ve completed our yearly charity challenge and raised a total of £7,230 for the incredible charity Home-Start Wessex.

A heartfelt thank you to everyone who supported us along the way, from generous donations to those who joined us on the day to cheer us on. For some of the team, it was the hardest thing they have ever done, going up and down the zigzags over fifty times. It was difficult, but I am incredibly proud of the team for persevering. The support we received made all the difference.

Together, we’ve made a real impact in supporting families and children in need through Home-Start Wessex. Everyone’s contributions will go a long way in making a positive difference in our community. Despite some very sore legs and tired bodies, we’re overjoyed with our achievement and deeply honoured to have rallied support for this remarkable charity.”

News, Recruitment News

Hiring Hub and hireful link up to power growth

Recruitment marketplace Hiring Hub has struck an agreement with technology provider hireful to power growth for both companies and help more employers find the right candidates to fill job vacancies faster.

The partnership and platform integration will allow users of hireful’s Applicant Tracking System (ATS) to post roles directly on to Hiring Hub’s platform and gain access to its rated and reviewed network of specialist recruiters.

Headquartered in Strixton, Northamptonshire, and with offices in Spain and South Africa, hireful supports more than 400 organisations with its ATS software, recruitment workshops, training and recruitment process audits. The company, which has 60 staff, works with clients including Heron Foods, Kidney Research UK, Haribo and Fulham FC.

Its technology streamlines and automates the recruitment process, reducing the time spent on administrative tasks such as advertising jobs, scoring and shortlisting of candidates, interviewing and onboarding new hires.

It also includes a variety of features as standard to help support employers’ diversity and inclusion goals, including diversity capture, anonymised and disability-confident applications and ongoing performance monitoring.

The platform is designed to make life easier for employers and provide organisations of all sizes with the tools, insights and capability to compete with larger rivals in their sector.

In December, hireful secured a seven-figure funding package from SME Capital, facilitated by Leyton Capital Advisors, to support its growth strategy and expansion plans.

Hiring Hub, which is based in Manchester and operates across the UK and Europe, connects businesses with boutique recruiters through its marketplace platform to help employers find quality candidates quickly.

Companies post their vacancies on the platform and set the fee they are willing to pay a recruiter, and recruitment agencies pitch to work on them. This enables employers to manage recruiters centrally online, widen their candidate search and swiftly find off-market talent via specialist head-hunters.

The platform is used by employers such as Dodd Group, Sega Amusements and industrial and consumer goods company Henkel.

Simon Swan, founder of Hiring Hub, said: “The team at hireful are dedicated to making the lives of HR and in-house recruitment teams as simple and straightforward as possible, an ethos that very much aligns with our own.

“This partnership is a great fit for us as an organisation and, more importantly, it will deliver real value for the users of both our systems. It will increase the options available to employers using hireful when they are looking to quickly widen their candidate search, fill a specialist role or have a vacancy that has proven particularly challenging to fill. That is when we can add real value.

“We are looking forward to helping hireful users to find and hire quality talent using our award-winning recruiter marketplace.”

Adrian McDonagh, co-founder of hireful, said: “We are excited to be partnering with Hiring Hub.

“By combining hireful’s technology with Hiring Hub’s expansive recruiter network, we aim to set a new standard for efficiency and effectiveness in connecting employers with top-tier talent. Recruitment has always been about hiring first-rate talent, and our customers will benefit from the support of Hiring Hub’s network.”

Hiring Hub is backed by Manchester-based private equity firm MonacoSol, which last year invested a multimillion-pound sum to scale its sales and customer operations in the UK and overseas. MonacoSol is the private office of software and technology entrepreneur Richard Beaton.

Finance and Banking, News

Boost for UK SMEs as WeDo secures £50m in funding

WeDo Business Services has secured £50m in funding which will enable it to significantly expand its support of small and medium-sized companies across the UK.

The funding is provided by alternative investment manager Waterfall Asset Management and will be used to help WeDo bolster the growth of its SME customer base through a range of finance facilities.

The WeDo group has its headquarters in Greater Manchester and additional offices nationwide. It provides invoice and trade finance, asset finance, loans and start-up funding to a growing client base, as well as accountancy, HR, back-office and IT services.

WeDo was founded by Mark Lindsay and Chris Robinson in 2019 with just four staff and has grown rapidly through organic expansion and acquisition. It currently has over 70 staff across its Oldham headquarters and its network of offices.

Its overall lending now exceeds £50m, and chief executive Mark said Waterfall’s funding would enable it to achieve significant growth as it aims to reach £100m within the next three years.

WeDo’s nationwide client base spans a range of sectors, including recruitment, engineering, manufacturing, logistics and wholesale distribution.

Mark said: “This significant investment is a vote of confidence in our business and will help us to exponentially grow our ability to provide support to SMEs from across our finance divisions.

“We share a desire to establish a long-term relationship with the goal of helping more SMEs to succeed in building sustainable businesses for the future, by alleviating their cashflow constraints and enabling them to invest for future growth.

“WeDo has a strong track record of supporting the northern economy by offering finance to companies across the region and this will continue, as well as enabling us to significantly expand our geographical reach.

“There is increasing demand for the type of lending and support services we provide, reflected in a record month for new client wins in the first quarter of this year.

“We understand the challenges of growing a business from a new start, and we want to help others to do the same. It can be lonely as a business owner, and we provide a support network to ensure the wellbeing of themselves and their companies.”

James Cuby, managing director at Waterfall, said: “WeDo provides a comprehensive funding solution and support services to SMEs across the UK and has an experienced management team who are committed to supporting the growth of the businesses they fund.

“We are pleased to support WeDo’s expansion plans and look forward to a successful relationship.”

Food & Drink, News, Technology

£750k funding boost for OSY Group’s technology which extends shelf-life of food produce

A company whose flagship technology increases the shelf-life of food produce and reduces waste has secured £750,000 from investors to support its rollout across the UK and internationally.

The funding boost for OSY Group will accelerate its commercialisation of Xtend, an antimicrobial packaging coating which enables a range of food types, including fruit and vegetables, to stay fresh in their packaging for longer.

It will also enable OSY Group to expand its team, who are based at the Manchester International Office Centre near Manchester Airport.

Marc Braterman, chief executive of OSY Group, said: “Currently 1.3 billion tonnes of food is wasted or lost each year globally, and between eight and 10 per cent of global greenhouse gas emissions result directly from food waste.

“We aspire to lead the charge in global food waste reduction through our innovative technology, as well as helping to drive down greenhouse gas emissions and food poverty, supporting grocers as they strive to achieve their sustainability targets, and enabling food producers to tap into more export markets.

“This latest funding round is a major milestone as it will enable us to accelerate the commercialisation of Xtend in the UK and internationally, while also focusing on growing our team. We are looking to create a number of roles in the coming months in line with our strategy.”

Xtend is a water-based antimicrobial coating for packaging surfaces. It leaves microscopic pins on the packaging surfaces that puncture and kill microbes and slow the natural spoiling process that affects the fresh produce within.

It has undergone extensive testing at independent laboratories, universities and other facilities, which has proven the technology to be food safe and compliant with the Food Contact Materials regulations for fresh produce, said Marc.

Testing has shown that Xtend extends shelf-life by multiple days on various forms of packaging, he added.

It is suitable for lidding film, plastic trays, flow wrap, fibre and board, flexible film paper, outer packaging and board and film combined for food-to-go, such as sandwiches.

Trials of Xtend have also been conducted with a major UK grocer as well as leading soft fruit producers and large European packaging companies.

Marc said: “These trials, in addition to the extensive testing carried out at facilities in the UK, have demonstrated that Xtend maintains freshness for longer and therefore significantly contributes to reducing food waste.

“It can be easily integrated into existing packaging production, and has a range of other applications beyond food produce due to its direct coating qualities.”

The latest investment, from three new individuals and one existing backer, follows a £250,000 equity fundraising last year and an award from Innovate UK through its ‘Better Food for All’ competition to support companies forging innovative ways to tackle nutrition challenges. Innovate UK’s funding is supporting OSY’s ongoing research and development.

OSY is one of only a small number of companies selected to be part of a global innovation business programme run by Innovate UK in Canada and Australia.

Among the advisers to OSY are Dr Malcolm Driffield and Dr Rhodri Evans, of scientific, engineering and regulatory consultancy Exponent International.

Hospitality, HR, News

New HR managers’ research on attractiveness of hospitality professions released in Sommet Education Foundation launch

Sommet Education, a leading worldwide player in hospitality education boasting a community of 10,000 students and 60,000 influential alumni worldwide, has launched its Foundation, a significant milestone aimed at supporting employment challenges within the hospitality sector.

The Foundation will concentrate on tackling the sector’s employment challenges by focusing on two levers of action: offering scholarships for hospitality education to talented individuals from disadvantaged backgrounds, and advocating for careers and professions in hospitality.

 

Empowering individuals from underserved communities to pursue rewarding careers in hospitality

The launch comes at a pivotal moment for the industry, with the travel and tourism sector projected to provide employment for 449 million people worldwide by 2034, according to the World Travel & Tourism Council (WTTC). By then, 12.2% of the global workforce will be powering this vibrant sector. Despite these promising figures, many destinations and hospitality employers continue to face recruitment challenges.

Drawing on Sommet Education’s long-standing commitment to developing hospitality talent, the Sommet Education Foundation will leverage its global network of hospitality schools (Glion Institute of Higher Education, Les Roches, École Ducasse, Invictus, and Indian School of Hospitality) to train and open doors to careers in this industry for individuals from diverse and socially disadvantaged backgrounds.

The Sommet Education Foundation will identify talents supported by a network of social partners, including UN agencies, governmental entities and NGOs. Talents will be selected in alignment with the framework of United Nations Sustainable Development Goal number 4, focusing on inclusive education. Funding and support will be provided to educate and empower, particularly youth from impoverished backgrounds and women, while also creating lifelong learning opportunities and ensuring talents are gainfully employed within the sector.

 

Sommet Education Foundation patronage

“Joining the hospitality industry is more than a job guarantee; it is a promise of a rewarding and fulfilling career nurtured by human encounters, passion, cultural exchanges, and experiences,” said Anouck Weiss, Executive Vice-President at Sommet Education Foundation. “By offering scholarships leading to employment opportunities, we aim at offering life-changing opportunities to a new generation of talents and empowering them with the necessary skills to join the thriving hospitality industry.”

The Foundation can already count on Accor as a Founding Patron. The hospitality group has already committed to promoting talent development, fostering social equality, and bolstering economic growth through a first dedicated initiative in India. Steven Daines, Chief Talent & Culture Officer at Accor, said: “As a leading hospitality group, investing in people’s talent is a key priority. Hospitality is a sector that transcends territories and borders. This implies open-mindedness and connection to others. I am proud to be in a sector that promotes cross-border work experiences and multicultural environments”.

Echoing his views, Anne-Sophie Beraud, SVP Diversity & Inclusion & Social Care at Accor, added: “The success of our employees must not be determined by diplomas, origins or nationalities. We want to guarantee each of our talents the opportunity to reach their full potential by preventing inequalities and discrimination.”

Promoting hospitality professions: survey shows strong sector attractiveness and employer voluntarism to attract and retain new talents

 

To inform the Foundation’s roadmap and strategic direction, the Sommet Education Foundation engaged OpinionWay, a pioneering market research institute, to conduct a comprehensive European survey to identify the key factors that attract and retain talents in the hospitality industry. 1,300 young professionals and hospitality HR managers across Europe were interviewed, along with 20 key industry leaders (below) encompassing the broader spectrum of the sector, including hotels, restaurants, travel, tourism, independent, medium-sized and large hotel groups, and high-end retail.

Alain Ducasse, Chef and Founder, École Ducasse

Carole Pourchet, Director General, Majorian

Christelle Grisoni, CEO, Bertrand Hospitality

Christian Catiello, Manager Director Organization, Alpitour World

Christopher Jones, Director General, Brioche Dorée

Cyril Baron, General Manager, Caviar House & Prunier

Eric Frechon, Chef, Meilleur Ouvrier de France

Isabelle de Bardies, Director General – CEO Division, Angelina

Jade Frommer, Co-Founder and CEO, Ephemera

Katrin Melle, Regional Vice President DEI & Talent EAME, Hyatt

Laurent Kleitman, Group Chief Executive Officer, Mandarin Oriental

Maribel Rodriguez, Senior Vice-President, WTTC

Marion Amacker, Associate Director, Morgan Philipps Executive Search

Natalia Bayona, Executive Director, UN Tourism

Nathalie Seiler Hayez, Managing Director, Swiss Deluxe Hotels

Philippe Héry, Managing Director, Hippopotamus

Pierre-Olivier Aguinalin, Chief HR Officer, Hublot (until February 2024)

Sabine Masseglia, Managing Director, St Barts Tourism

Steven Daines, Chief Talent & Culture Officer, Accor

Tigrane Seydoux, Co-Founder, Big Mamma

The research found that the service sector holds considerable appeal for 85% of young professionals across Europe. Three-quarters of young European professionals would be ready to join high-end hotels, restaurants and retail shops, praising the career opportunities, especially internationally, and the people-to-people connections. The survey confirms the overall challenge of the sector throughout Europe, with 59% of HR managers facing employment challenges. 78% state that Generation Z (18 to 28 years old) brings specific challenges around identification, recruitment and loyalty.

 

Hospitality’s unique promise fuels optimism in the sector

Professionals within the sector are resolutely convinced of the depth and appeal of their respective fields, the survey found, with an overwhelming 86% expressing confidence in the sector’s allure. Moreover, they exhibit unwavering faith in their ability to sustain employee commitment, rating it at an impressive 7.5 out of 10.

This sector offers pathways for individuals to advance socially and professionally, regardless of their educational background. It stands out as one of the few industries where individuals can achieve rapid success and take on greater responsibilities over time, effectively climbing the social ladder. This unique promise of upward mobility makes it particularly appealing to many. Furthermore, employers place a premium on motivation, soft skills and service-oriented personalities, prioritising these qualities over formal diplomas and are ready to invest in their talents. The overwhelming majority – 93% of HR managers – emphasise the centrality of training in fostering talent excellence, development and long-term loyalty.

On this subject, Laurent Kleitman, Group Chief Executive at Mandarin Oriental, shared: “Architects design the buildings of tomorrow. I would like people coming out of hospitality schools to be able to design the experience of tomorrow.”

News

150+ staff at booming care agency benefit from cost of living and mental health support

A CARING business is supporting its 150-strong workforce with a series of events and activities to combat the cost-of-living crisis and health and wellbeing challenges post-Covid.

Since launching in the pandemic, Enhanced Healthcare has grown to become one of the leading names in the sector.

The Colwyn Bay-based organisation is blazing a trail for others in the industry and has done so by prioritising its own team of nurses and health and social care staff.

Delivering temporary staffing solutions to a range of health and social care services across North Wales and beyond, the award-winning company was launched by Chanel Williams in 2021, as she herself was seven months pregnant in hospital recovering from a life-threatening condition.

That same year, Chanel was joined by friend and former colleague Natalie O’Brien, who took up the role of Director of Operations, and together they have overseen a period of expansion while doing all they can to help agency employees cope with the social, economic, and mental health challenges facing many people today.

“The last few years have been difficult in so many ways, with the Covid pandemic and cost-of-living crisis in particular having a huge impact nationwide,” said Chanel, from Colwyn Bay.

“Working within health and social care our team and the services we support were at the forefront of one of the most critical and demanding times we’ve ever faced, so it’s crucial as a responsible business we do all we can to create a supportive, open environment.

“We’ve organised events with financial advisers, health and wellbeing experts and more, tackling issues such as debt, mortgages, rising childcare costs, energy bills and the compounded remnants of the pandemic.

“I have been humbled by the response and proud our team feel they able to talk to us; they are the beating heart of Enhanced Healthcare and that will never change.”

Staff also enjoyed a free day of activities during the Easter break – alleviating some of the financial pressures the school holidays can bring – and held ‘drop-in’ days on a wide range of other topics including nutrition, budgeting, and money saving tips, with yoga, managing stress and physical wellbeing sessions planned for the near future.

“We will hold regular, accessible events for the team,” said Natalie, from Anglesey.

“Not only does this give us peace of mind, that we are doing all we can to help them through these challenging economic times, but it’s also good for morale.

“This is an investment in forward-thinking change which will in turn create positive working environments, improve staff retention, and reduce stress-related conditions.

“We have already seen the results, that by adopting this approach we can in turn make a greater difference and improve the quality of service for our clients and other stakeholders.

“Ultimately, a happy and supported workforce is far more proactive and productive than one which feels undervalued and overburdened. That’s huge for us, and for them in meeting our high standards – we encourage other organisations to consider taking the same steps.”

For more news and information and job opportunities with Enhanced Healthcare, visit the website www.enhancedhealthcare.co.uk and follow them on social media @enhancedagency.

Alternatively, call 01492 459896 or email info@enhancedhealthcare.co.uk.

News

Org Group appoints Pernille Fabricius as new Group CFO

Org Group today announced the appointment of Pernille Fabricius as Group Chief Finance Officer into a newly created role supporting growth plans for the Group and its subsidiaries – global talent services firm Morgan McKinley, business process managed services company Abtran, and advisory and technology services firm Org.

Pernille joined from NNIT where she was EVP, Head of Strategy, Transformation and M&A, and previously CFO. Prior roles included executive positions at ISS, GN, APMM, Getinge with the latest being Executive Director at Reliance Worldwide Corporation. In addition Pernille has held a number of Non Executive positions.

Pernille Fabricius’ appointment was welcomed by Group CEO Seb O’Connell, “Pernille is a strategic finance leader with an exceptional international track record in strategy and transformation which makes her an invaluable addition to both our Group and Operating Boards. We believe that Pernille’s expertise will elevate our capabilities through the next phase of growth and innovation.”

Incoming Group CFO, Pernille  said, “I’m delighted to be joining Org Group as it continues to strengthen its portfolio of services across international markets. The strong foundations established over 30 years allow us to provide long-term partnerships and solutions for our global client base.”

News

DE&I-prioritisation and Discrimin-AI-tion The Talent trends shaping recruitment and retention in 2024

Latest predictions from 900 industry professionals as part of research conducted by leading talent solutions specialists, Cpl’s Talent Evolution Group, reveals that DE&I will be deprioritised in 2024, AI will perpetuate discrimination, with 42% of C-Suite business leaders perceiving DE&I as a minimal priority and 71% encountering challenges with bias and discrimination issues when using AI in recruiting. 

Research predicts that budget cuts driven by a poor economic climate and a volatile marketplace due to global conflicts will result in a very tough year for hiring managers. Cpl’s Talent Evolution Group has developed their predicted Talent Trends in 2024 to help employers and candidates prepare for the year ahead. 

Several pivotal trends are set to shape the way organisations approach recruitment and retention. Each trend brings with it its own set of challenges and opportunities that demand strategic foresight and proactive measures: 

The Downfall of DE&I? – In 2024, industry professionals predict that inclusivity and gender equality will move down the priority agenda. With conflicts raging across the globe resulting in the cost-of-living crisis not easing up, DE&I may be an additional victim as organisations focus on cost-cutting, with a quarter (25%) of employers citing limited resources and budget as the main reason DE&I will have less focus next year. With 47% of UK employers considering DE&I a minimal or limited priority, there’s a growing concern about organisations falling short of their DE&I commitments. While there are challenges to overcome to maintain momentum, DE&I benefits are too great to ignore, and for brands that get it wrong, the consequences can be catastrophic from a brand reputational point of view. 

Accessibility knowledge gaps – People with disabilities and impairments will have an issue with many UK-based employers that do not prioritise accessibility in the talent acquisition process, as they will continue to be overlooked for certain vacancies. Accessibility in recruitment is already an area of concern, with almost one-fifth (19%) of organisations in the UK lacking established accessibility initiatives. Neglecting accessibility not only hinders talent acquisition but also sends a message that inclusivity is undervalued, and this can create severe consequences in more regulated sectors such as life sciences and public services.  

AI’s Dark Side – There will be increased discrimination in the talent selection process due to an overreliance on artificial intelligence. Unconscious biases in AI models are already a concern, particularly regarding diversity and inclusion efforts. This has been widely acknowledged at the recent Artificial Intelligence Summit in Bletchley Park. While 81% of hiring managers believe AI is a valuable resource, 87% acknowledge challenges with bias and discrimination. The EU’s AI Directive has placed recruitment in the highest-risk category for good reason, as the unchecked use of algorithms in hiring processes will perpetuate discrimination.  

Employer Branding Horror – Regardless of how well a job ad is worded, or how much detail goes into a job description, candidates won’t attend first interviews due to being put off by employer reviews on public forums like Glassdoor, disclosing unfavourable inside information on the negative experiences of ex-employees. According to recent research from Cpl’s Talent Evolution Group, over two-thirds (69%) of ex-employees now share public-facing online reviews of former employers, with over half being of a negative nature. This number will continue to rise. The research also uncovered that 55% of employees were not invited to conduct exit interviews, and 38.2% were not asked for feedback upon resigning from their last job. These figures emphasise the importance of actively engaging departing employees for valuable insights to continually improve employer branding.  

Streamlining the Approvals Process – Companies will adopt a more agile approach to talent acquisition, with more streamlined and automated processes to ensure top talent is secured and not left in onboarding limbo. In the fiercely competitive job market, slow approvals and elongated hiring processes will have a detrimental domino effect on securing top-tier talent. Prolonged hiring processes result in the loss of potential talent, as 92% of employers reported losing candidates due to lengthy processes in 2023.  

Worker Misclassification Nightmares – Expect more lawsuits, financial penalties, and brand damage as organisations grapple with legal nuances between employees, workers, and self-employed individuals.  

Several prominent brands have already faced consequences for failing to comply with regulations in 2023. The Government identified 200 employers who were subsequently directed to reimburse their lowest-paid employees for wages below the minimum wage.  

This issue will likely worsen before it gets better, with nearly a third (31%) of hiring managers feeling unprepared for UK employment law situations. The majority (94%) stated a need for clearer legal distinctions between permanent employees and contingent workers, highlighting potential compliance challenges for 2024. 

Return to the office limiting talent pools – Cpl’s Talent Evolution Group research indicates that 81% of organisations are moving away from remote work, with 30% of employees required to return to the physical workplace and 51% encouraged to do so. This shift poses challenges for HR departments. In organisations with a blended workforce, where employees work remotely, in a hybrid manner, or in-office, those working remotely are likely to feel disconnected, risking reduced attention and unclear expectations. This will result in decreased productivity, disengagement, and higher turnover. 

Fear of the Talent Drought – Over-reliance on top performing talent will lead to more burnout and stress, especially in industries that rely on the latest technology and specialist skillsets. The talent landscape in 2024 brings with it the fear of a scarcity of skilled candidates, with 93% of hiring managers concerned about a talent drought going into the new year. Factors like rapid technological advancements and demographic shifts are expected to lead to a shortage of qualified professionals. Additionally, an ageing population and lack of EU workers are reducing the pool of available, experienced, and qualified workers, putting more pressure on and relying on top-tier talent. 

More Agile and Cost-Effective Talent Acquisition – Outsourcing talent solutions is expected to rise, with 77% of organisations planning to outsource talent management in 2024 to maximise investment, access to talent expertise, and cutting-edge recruitment tools. Cpl’s Talent Evolution Group has witnessed firsthand the need for organisations to dial up their talent acquisition efforts to cope with increased demands and new projects. Many in-house departments aren’t equipped to succeed at upscaling at pace and therefore strategically outsource to talent specialists with access to top-tiered talent and the tools and technology to upscale and recruit at pace.  

Áine Fanning, Managing Director, Talent Evolution Group, said, “As we look ahead to 2024, it’s evident that the talent acquisition landscape is evolving rapidly, presenting many challenges and opportunities for organisations.  

“In light of the trends outlined, it’s clear that 2024 will demand a strategic approach from both employers and candidates alike, especially regarding the efficient use of budgets, DE&I and how we best utilise technology to support requirements.  

“Ultimately, talent acquisition and retention will benefit from a proactive and adaptable approach next year. By addressing these trends head-on, we can collectively shape a more inclusive, efficient, and successful talent landscape in 2024 and beyond.” 

Cpl’s Talent Evolution Group is a leading expert in Managed Service Provider (MSP) and Recruitment Process Outsourcing (RPO) solutions. With a keen understanding of the evolving recruitment landscape, TEG offers strategic insights and data-driven solutions to help organisations across various industries including life-sciences, technology, financial services, and public sector, thrive in today’s competitive talent market. 

For more information on the predicted Talent Trends for 2024, including additional statistical information relating to the views of 300 industry professionals, please visit: https://www.talentevolutiongroup.com/talent-insights/blog/talent-recruitment-trends-2024/