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2021 has seen a huge change in the recruitment industry , from the introduction of IR35 legislation to staffing and skills shortages .
Reflecting the general trend , Bath and Somerset have seen a very unpredictable market underpinned by a lack of candidates actively seeking new employment . The hope of a new wave of candidates in the post furlough world has not materialised and ultimately left many companies questioning how they will fill their vacancies .
Firstly , it ’ s clear the trending topic of 2021 has been to truly understand what candidates mean by a work-life balance . Over two-thirds of the UK ' s full-time employees say that their view of working life has changed since the pandemic began . Employees and job seekers want to have more flexibility and autonomy within their position . With both parties on the same page , companies have had to reflect on their approach to the traditional 9-5 office life . Thus , the introduction of hybrid working .
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Alongside this , the pandemic has made many re-evaluate their working priorities , raising the question : What is it I want from my job ?
The importance has shifted from pure financial benefits to what the company can offer in terms of value , inclusion , flexibility and sustainability .
In 2019 , our recruitment insight report stated that flexible working was set to be a rising recruitment trend for 2020 .
We wrote : With 47 % of the UK ’ s full-time employees receiving flexible working hours as part of their contract , flexible working is becoming a key component in a candidate ’ s decision-making process when looking for new employment .
The pandemic has not changed this rising trend , it simply sped up the process . By 2022 , we expect this to continue or perhaps finally reach its peak with hybrid working becoming the norm or at the very least an expected part of an employment package .
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What about the market , will it remain competitive ? The last two years have shown us how unpredictable the employment market can be . However , we still believe that bar a slight rise in the new year , for new start candidates it is likely to remain competitive for the foreseeable future .
So , how do you as an employer stand out in a competitive market ? This is where we believe 2022 ’ s recruitment emphasis is going to address what your employee value proposition ( EVP ) is . Think of it as your unique selling point to prospective talent . A strong EVP will allow your company to break through the crowd .
The further you can communicate the value of working for your company , the more you can tap into a passive labour market that may be swayed by the proposition to work for you . Having a strong EVP will help you attract top talent , set you apart from the competition and align your business as an ‘ employer of choice .'
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For further information on the above , or to access to CMD Recruitment ' s 2022 recruitment market insight report , get in touch with one of our expert consultants .
info @ cmdrecruitment . com 01225 805080
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