Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different. COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is
2016 was a big year. It’s safe to say Brexit came as a shock to many, and by no means readied us for Trump’s election later in the year. These political surprises were also peppered with a number of significant celebrity deaths: Prince, David Bowie, Carrie Fisher, to name a few. It was a year that could have rocked a still-recovering UK economy. But it didn’t. Admittedly the City has seen a couple of dips, but overall our Clients have seen little or no change in their hiring practices since pre-Brexit. As 2017 sees the trigger of Article 50 and the inauguration of the president-elect, we’re being asked by many, ‘what does it mean for hiring?’.
In the immediate term at least, we believe hiring patterns will remain as normal, and as long as Article 50 is triggered by March as promised, we’d encourage clients to continue focusing their hiring efforts on retaining and attracting the best possible candidates. The war for talent is still alive and well, so maximise the value of your organisation by keeping in step with the 2017 recruitment trends.
1. Strengthen employer branding
Last month’s JobsOutlook survey by the Recruitment & Employment Confederation showed us that nearly 50% of UK employers expect to see a shortage of suitable Candidates for permanent roles in 2017. This supports our own conversations with clients who are really struggling to find the right candidates. We’d encourage businesses to invest in strengthening their employer branding this year. By prioritising this as part of an HR strategy now, companies will reap the rewards later, from both passive and actively-seeking candidate audiences.
2. Encourage referrals
A truly successful employee referral program transforms your entire workforce into recruiters, which in turn paves the way for a speedier onboarding process and lower staff turnover. Beyond the employee referral program itself, you’ll of course secure those referrals in any case by creating a great place to work: Win-win! While employee referrals are a fantastic way to hire, do be aware that they often go hand in hand with reduced diversity.
3. Improve diversity
In 2017, the workforce will become both younger and older simultaneously. We’ll see baby boomers holding off retirement, and millennials securing more critical positions. It will be fundamental for businesses to support and encourage a multi-generational workforce, as well as recruit more diverse candidates. Why? It’s now a fact that diverse workforces perform better. Follow in the wake of JWT, KPMG and Deloitte: all of whom in 2016 implemented blind recruitment practices in the UK.
4. Offer additional perks and benefits
An ever-increasing number of businesses are improving staff retention by offering flexible working, perks to improve wellbeing, and valuable training opportunities. Candidates genuinely cherish these benefits and will be more inclined to repay your investment with their loyalty.
5. Reach out on social media
2017 will be the year employers really expand their hiring strategies across social media. Don’t lag behind and miss valuable engagement opportunities with potential candidates on Instagram, Facebook and Twitter. But remember, candidates will see straight through blatant recruitment advertising. Embrace two-way conversations and offer value-add with interesting and beneficial content.
If you’d like to discuss your 2017 permanent or temporary recruitment needs with us, get in touch today.