41 Salary Survey |
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gap between candidate experience and their earning expectation . This is largely inflated by supply and demand ; all solely focused event companies have re-opened at the same time , they are all competing for the same talent .”
Barratt thinks that salaries will have to rise by 10 to 12 %. “ Everyone is talking about inflation and the impact this is going to have on the cost of living which in turn impacts on salaries .”
Kirsty Finding , talent director at TRO , thinks that salaries will plateau over the next 12-18 months . “ It isn ’ t sustainable to continuously increase salaries without our client budgets increasing too .”
Will Grashoff , industry recruiter at You Exclusive agrees . “ We have seen significant and justified , in my opinion , rises across the board on salaries in the last 12 months , but I think we ’ ve now hit a bit of a ceiling where companies will
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struggle to sacrifice any more margin to keep increasing the labour costs – without significantly increasing their own prices .”
What eventprofs want
While remuneration is important , the next generation of talent is also very ambitious . “ They want prospects , career defining opportunities as well as flexible working and great environments to work in ,” says Carter-Lee . “ Agencies that lead by example with regard to diversity , sustainability and social values are key magnets to this generation of eventprofs . There has been a significant shift toward candidates asking about health and wellbeing initiatives over the last year .”
Salary and agile working are by far the most prominent wants according to Parmenter . “ Due to cost-of-living increases and experience of flexibility over the last two to three years , seeking to achieve a better work-life balance which
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is paid well is definitely the focus .”
Grashoff says that candidates want flexibility . “ The first question they ask is now ‘ do they offer work from home ? Rather than ‘ tell me about the company ’.”
“ We are a fully remote team now with the UK team meeting in the office one day a week and this is not set to change ,” says Simon . “ In addition , candidates seem to be very keen to learn about our amazing culture and also life work balance and how we protect it .” TRO finds that candidates are most interested in its hybrid working due to the work / life balance . “ They also like our learning and development opportunities , strong company culture , and our corporate social responsibility and commitment for a better future for all . I don ’ t see this changing much over the next 12-18 months ,” says Finding .
Next steps
How do employers need to evolve to accommodate this shift ? “ We have to stop being so fixed and traditional in our approach ; The world has changed and as an industry we need to ensure that we are an attractive and appealing environment for people looking to forge a rewarding career ,” says Barratt .
Kenward agrees . “ Employers need to reframe their offer and to promote what they can offer the candidate . The salary survey will ensure that employers and job seekers alike will be able to evolve , knowing how their salaries , benefits and working arrangements compare with the wider industry .”
“ This salary survey will be another critical piece of work which will shine a light on how our industry compares , giving both employers and employees a better understanding of the current landscape ,” concludes Fullard . CN
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