The British Chambers of Commerce has released its Quarterly Recruitment Outlook (QRO) survey for Q2 2021 – with a surge in the proportion of businesses expecting to grow their workforce. But the data also revealed the number of employers having difficulty in recruiting had climbed significantly, too.
unLTD looks at how more inclusive HR and recruitment practices can help businesses appeal to a multi-generational candidate market.
Daniella Dacey, senior HR consultant and author of the HR Dinner Party blog
As we continue navigating the ‘new normal’, organisations have realised the role key talent plays in business success.
However, 40 per cent of the global workforce are looking to quit their jobs or are planning to do so this year. We’re in the midst of a social shift, with some experts dubbing this as the ‘Great Resignation’ – and what are employers going to do about it?
The pandemic has had an adverse impact on women and minority groups, in particular. In the UK, for example, the ‘caring inequalities faced by women’ were potentially overlooked by the UK government’s response to COVID-19, and the data shows that more women were furloughed than men during 2020.
Across the pond, nearly 2.5 million more women than men lost their job between February and May 2020 – and out of the 140000 jobs lost in the US in December 2020, it’s alleged that ALL of them belonged to women.
People of colour have been more likely to experience serious outcomes if affected by COVID, and the ONS has reported a higher proportion of disabled people have been made redundant in the UK over July to November 2020 than their non-disabled colleagues, bringing into sharp focus the impact of social inequality, increased financial insecurity, and mental health issues in these communities, and beyond.
It’s no surprise, therefore, that the pandemic has shone a light on wellbeing and mental health, and as a result has driven millions to revaluate what’s important to them. From mass city exoduses in search of greener spaces, to the heightened focus on wellbeing as an economic imperative and the recent research from Mental Health Foundation reaffirming that there really is a positive link between nature and mental health.
At the same time, employers around the globe are realising the benefit of diverse teams for greater innovation and creativity. So, in the face of business need for diverse thinking, what do employers need to do to attract a diverse talent pool, and demonstrate a positive employer brand?
It appears the world of work and employees’ expectations have irreversibly changed. Are employers, therefore, missing a trick or risk being considered outdated for not providing flexible working as standard? Despite ‘return to the office’ support from the UK government and other big players in the corporate world, there have also been examples of organisations permanently offering remote working options to their teams. Most employers probably sit somewhere in between.
Flexible (or hybrid) working has quickly become a talent attraction imperative – from parents, to pet owners, to disabled people in the workplace. It provides the means to balance work and life priorities, which will become even more important in the wake of the pandemic.
However, we need to do more and get past geographical work flexibility – we were forced into this as the world went into meltdown. I think the next step is asynchronous working and to get here, employers and managers need to focus on providing a purpose for their teams to get behind, building trust and giving individuals the opportunity to be autonomous in their roles. It’s not about being prescriptive (that defeats the point of flexible working!), but rather it’s giving individuals a choice.
A choice to go into the office, a choice to take their dog to the vet if needed, a choice to miss the busy commute if their wheelchair can’t easily get on or off the bus.
It’s about putting people (and the whole spectrum of being human) first. What will employers get in return? More engagement, higher productivity, and increased loyalty from their workforce – a win-win for all parties.
Rebecca Morris, MD, Benchmark Recruit
Over the last 16 months, as we have moved our way through the pandemic, we have identified a real change in the recruitment market and our clients’ hiring processes.
Before the pandemic hit, clients tended to be in the driving seat, but this has now changed and candidates are taking more control with their search criteria and not settling for second best.
The recruitment market bounced back around November last year when businesses started hiring again. 2021 has been a busy year where we have month on month taken more vacancies – it’s an exciting time for candidates to be searching for a new role.
As we spent more time at home due to the pandemic, many of us identified the need to spend more time with our friends and family and this has resulted in a real shift in candidates’ search criteria with work / life balance and flexibility now top of the wish list.
Many businesses have adapted and prioritised their employees’ mental and physical wellbeing. We are moving away from a rigid 9-5 former structure which allows staff to pop to the gym, go on a walk or meet a friend for coffee at a time that suits them pre or post work.
Equally, employers are realising that, by encouraging this, their output from their workforce is both more positive and productive.
Many of our client businesses have changed their recruitment practices to accommodate more flexible or hybrid working environments. Some are embracing a workforce that spends more time at home but uses their office space for creative sessions, project planning and team meetings.
We have certainly identified that those businesses embracing flexible or hybrid working are getting a better return from their employees. Their workforce is no longer spending ‘dead time’ travelling to and from work every day, able to enjoy their personal and leisure time more and, as a result, are more productive during the working day and much happier within their roles.
Before the pandemic, businesses would be searching within a local talent pool. We have seen a real change in this regard with employers now able to find candidates within a larger talent pool and offer hybrid working, or a pure remote working /working from home role. This has resulted in a closing the skills gap with some harder to fill vacancies.
Despite lockdown easing, many of our clients are continuing to interview candidates via video software. Interviews can be more accessible online and can work much easier around candidates’ home and work commitments.
Benchmark are welcoming the changes within the recruitment market and actively encourage businesses to review their current recruitment practices and ensure that health, wellbeing and flexibility within their organisation is top priority.
