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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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