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industry and what we can do to make ourselves competitive .
“ The last 18 months has seen significant changes within the events sector – largely as a result of the pandemic . One of the biggest impacts of this has been on talent , with highly experienced people moving out of events and attracting new staff at all levels
59 % Proportion of female staff
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continuing to be a challenge .
“ Generally , the recruitment market is increasingly challenging with levels of employment rising making it a candidate ’ s market with salaries and competition rising across the board .”
Operations roles took the biggest hits in terms of staff numbers during the pandemic , followed by sales and marketing . Whereas numbers in senior leadership teams and in content / business intelligence actually grew .
Recruiting for marketing roles was most challenging ( circa . 80 roles in the last three months ).
The main reasons organisers give for challenges
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in recruitment were pay expectations which some describe as ‘ unrealistic ’, however it was also clear that overall working conditions are playing a significant role in staff satisfaction .
Almost 9 in 10 organiser participants ( 86 %) had found it necessary to exceed preexisting salary bands to recruit effectively in 2021 / 2022 .
27 % Proportion of non-white staff
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The report identified a mass talent drain on the exhibitions industry and said the loss of highly experienced people was contributing to a lack of diversity and inclusion and a rise in staff expectations , salary expectations .
Whilst many of the recruitment challenges faced within the exhibitions industry were not sectorspecific , the industry was also found to be suffering increased competition from other sectors in terms of flexibility and hybrid working . With some sectors such as technology and finance better placed to ‘ throw
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November — 11 |