Employment Trends 2021 – Are you ready for the change?
Just when we dare to hope that the Pandemic related complications are over, we now feel the full scope of employment-related issues influenced by Brexit. The employment market is changing so fast that we find ourselves struggling to quickly adapt to these suddenly apparent changes. From the increased demand for the Tech personnel to the […]
Just when we dare to hope that the Pandemic related complications are over, we now feel the full scope of employment-related issues influenced by Brexit. The employment market is changing so fast that we find ourselves struggling to quickly adapt to these suddenly apparent changes.
From the increased demand for the Tech personnel to the shortages of the food industry and petrol delivery personnel, we find businesses all over the UK struggling to cope with the post-pandemic and post-Brexit implications.
So, what happened to all those available candidates just a couple of years ago? There are a few reasons for the current personnel shortage related to the Pandemic and Brexit.
- Pandemic reason – the rise of social media and online-based jobs. Yes, think of all those TikTokers, Instagrammers, Online Yoga Teachers and YouTubers. The loss of jobs during the Pandemic pushed a lot of people to become creative and find alternative incomes. A lot of them succeeded and got rather comfortable with their newfound career, freedom and even new income. Many serious online entrepreneurs make at least their pre-pandemic salaries from their combined online activities, if not more. People who succeed in the internet jungle are usually those who are highly skilled, intelligent and hard-working. It means that exactly this type of bright and ‘on demand’ candidates is missing from the employment market. It is a massive loss for businesses.
Most impacted jobs: Tech jobs, Support jobs (Receptionists, PAs etc.), Sales and Marketing jobs, Accounting jobs, Apprentice jobs and more.
- Brexit reason – many EU citizens decided to leave the UK after the Brexit decision. The majority of them work in blue-collar jobs and hospitality, the industries severely hit by the Pandemic, pushing more EU citizens to flee the UK. And now we face a severe shortage of staff within healthcare, building, delivery service, hospitality and many more.
Most impacted jobs: Blue-colour jobs across the board – from drivers to cleaners and builders, hospitality jobs, customer service jobs, sales jobs.
The demands of the candidates who are still in employment or searching for a new job are changing too. This is what they all want to see:
- Above-average pay. 2021 has seen a 3% average salary increase across all industries, and a similar increase is predicted for 2022, with some sectors offerings seeing a 30% increase. People value their time.
- Flexible work options. It became common to demand flexible ‘work from home’ alternatives. People realised that they could do more by saving those two hours they used to spend on travel.
- Company ethos became more important. Yes, this one is huge right now! People need to relate to and understand your business goals. The Z generations are much more interested in working towards a positive goal than towards just a payslip.
- Cosy working environment with various perks. From free coffee to a pool table in the middle of the office, ‘google type’ of working culture seems very appealing to most candidates. People don’t want cold and stress-infused office spaces, and statistics show that an uncomfortable office environment leads to decreased staff retention.
- According to the UK CIP research, cultural diversity has been proven to create a more creative working environment and significantly contribute to the company’s bottom line.
So, what can we do to make sure our businesses change with the times? I compiled together a short ‘After Pandemic and Brexit Survival Guide for Businesses’.
- Keep your personnel close. It is not the best time to lose your key business players.
- Give more time to search for new employees.
- Speed up your interviewing process, so you don’t lose your favourites to your competitors (the chances are, they are interviewing with many companies simultaneously).
- Refresh your interviewing practice – don’t forget, candidates are choosing you too.
- Offer competitive salary and benefits/bonus structure. Good candidates know their value.
- Consider hiring remote employees from abroad. It is a very popular solution amongst the Tech world and new-age businesses. You save money on office costs and often on salaries.
- Create a clear and efficient onboarding procedure. 80% of all leavers during the first three months from the start date leave because of the poor onboarding practices.
- Do create a healthy and supportive working environment. E.g. Team building, online yoga sessions, opportunity to go to the gym across the road on your lunch break, Friday team lunches etc.
- Create an opportunity for your staff to work from home (even once or twice per week). It is a small price to pay for a significant perk that can make a positive difference for your staff.
- Be an inspirational leader whose goals and vision are both relatable and meaningful.
- Create a positive company image – your current employees could be your ambassadors. For example, what would they say to their friend about their experience working for you? The word spreads and creates an overall image of the company. Done correctly, it could be the cheapest yet most effective marketing strategy ever.
It is a candidate-driven market currently, and businesses need to aspire to fulfil the candidates’ needs. It is only logical. We all had been job searching candidates at some point in our lives. What kind of company would you consider for a long-term commitment? Listen to your heart 😉
Nia Sheremeteva – CEO of RSI LONDON Group (People-focused International Recruitment Group)