Recruitment News

The World Employment and Social Outlook-Trends 2015 has predicted that almost 212 million people will be unemployed by 2019.This is due to slow economic growth and inequality. The gap between the rich and poor is also set to widen which, in turn, could lead to social upheaval and discontent.  Whilst some countries have experienced improvement, such as US and Japan, Europe, South Asia and sub-Saharan Africa are still at risk. One of the worst hit groups are 15-24 year olds who account for 13% of worldwide unemployment.  ILO director-general, Guy Ryder, states “the trends we see are worrying but we can improve the overall economic picture if we tackle underlying weaknesses, in particular the contained lack of aggregate  demand, stagnation in the Eurozone, uncertain prospects for productive investment, especially among small enterprises, and mounting inequality”.
(Recruitment International, January 2015)

Businesses should rethink how they advertise jobs for workers aged over 55 according to a survey conducted by the Recruitment and Employment Federation (REC). 34% of people felt that there should be more options for older employees to reskill or retrain and 17% of people felt that advertising only on the internet did not reach out to all available candidates. REC Chief Executive, Kevin Green, comments on the advantages of hiring older employees, stating that they “have a huge amount of experience, skills and knowledge”. He encourages employers to adopt measures to entice older people to the workplace, such as advertising methods and how the jobs are described.  Dr. Ross Altmann, Business Champion for Older Workers at the Dept. for Work and Pensions, intends to show evidence of the value of employing older employees and stresses the importance of not ignoring them when recruiting.
(Recruitment International, January 2015)

Online vacancies for apprenticeships have seen a 28% increase in 2014 with the most vacancies available in the business, administration and law sectors.  The health, public Services and care apprenticeships rose by 50%. There were also increases in the engineering and manufacturing technologies and information and communication technology sectors. Skills Minister, Nick Boles, commented, ‘Apprenticeships are at the heart of the Government’s drive to equip people with the skills employers want’.  National Apprentice week occurs from 09 – 15 March 2015.
Recruitment International, January 2015

New research conducted by eg1 has published their findings entitled The DNA of a Game Changer. The research implies that many organisations are still recruiting employees in a traditional and conventional manner, focusing on previous employment and experience instead of focusing on the candidates themselves. Nathan Ott, CEO of eg1, says “just because someone doesn’t fit into the current model, doesn’t mean they won’t achieve”. The research also revealed that 84% of managers don’t think a Game Changer needs to be in a position of seniority.
The research has published what they believe are the ‘ten key behaviours of a Game Changer’-

  1. Big picture thinkers
  2. Very strategic
  3. High on vigour
  4. Creative idea generators
  5. Passionate about the idea
  6. Ambitious, obsessive drive to succeed
  7. Risk takers
  8. Strong influencers of people (above and below)
  9. Great at articulating a vision
  10. Likeable

Recruitment International, January 2015

Monster has provided advice to employers on how best to keep employees from seeking employment elsewhere. This follows Monster’s recent research, revealing that 70% of UK employees would move abroad to follow their ideal job whilst 50% would move to the opposite side of the world. Some of the advice proffered to employers includes

  • being aware of employees goals
  • offer training and the opportunity to up skill
  • offer workplace incentives and benefits such as pensions, gym memberships
  • challenge employees and keep them motivated
  • the option of flexible working hours to maintain a healthy work/life balance
  • maintain a healthy office environment, ergonomically and aesthetically

The Global Recruiter, February 2015

According to Adzuna, there has been a 50% decrease in the level of competition for advertised posts in December 2014 compared with December 2013. Salaries and wages have also seen an increase with the average salary advertised in December 2014 being 6.9% higher than last year. Employers in the north of the UK are experiencing skills shortages in potential candidates. Salaries are increasing at a higher pace in the north than elsewhere in the UK.  There was a 13.7% average increase in the north-east while London only saw a 6.6% increase. Andrew Hunter, co-founder of Adzuna, warns that “salaries have been static for three months running. This is partly due to an increase in lower paid roles, but also due to growing concerns over an increasingly fragile Eurozone”.

The report also highlights the best and worst cities to find employment: Salford, The Wirral and Sunderland came up worst, whilst Cambridge, Winchester and Reading were found to be the top three cities to find employment.

Trade and construction, administration, travel, customer service and manufacturing were the sectors that experienced the most improvements in job salaries. The worst hit sectors are the energy, HR and retail.
Recruitment International, February 2015

Research conducted by the Recruitment Industry Disability Initiative has revealed that one in three disabled jobseekers have experienced some level of discrimination during the application process. 82% of disabled jobseekers have had a bad experience when dealing with recruitment consultants. Kate Headley from Clear Company states,  “it is evident that a lack of awareness and knowledge is continuing to have an adverse effect on the recruitment of disabled people”. Although many employers, up to 82%, claim to have made the legal ‘reasonable adjustments’ to facilitate any disabilities, only 58% of candidates have reported that these actually happened.
Recruitment International, February 2015

Penna, a global people management business, published the results of their recent survey which revealed the long term expectations of 1000 employers and 1000 employees (aged between 18 and 34 (Gen Y)). The survey highlighted both the similarities and the differences in priorities expressed by employers and employees. Both groups expressed a desire for a good salary, a good work/life balance and to be happy in their employment. 24% of employers believed that it was important for younger employees to have a lot of experience in different jobs and 20% of employers believe the younger employees are motivated by the possibility of potential managerial positions. When  Gen Y was surveyed, their priorities were having a work/life balance and a ‘sense of fulfillment’.   Employers were surprised to learn that Gen Y considered being in an organisation that shared the same values  as them and that loyalty to one’s workplace was a high priority. Speaking on Gen Y, Steven Ross, head of career development at Penna, says, “Whilst things like salary and progression opportunities will never stop being important to Gen Y, what this research shows is that they need to be listened to, otherwise organisations could be investing time and energy on development initiatives that don’t connect or resonate with them, and that can have serious long term business”.
Recruitment International, January 2015