Recruitment

It was always likely that some who left the workforce, both during and in the wake of Covid, would eventually need to start earning again. However, did you predict who, when and why?
In our blog, we look at how soaring inflation and the cost of living crisis is helping to narrow the talent gap being experienced in many developed economies.

With talk of inflation and recession dominating the business and financial channels, it might be reassuring for recruiters to know that it’s not all doom and gloom! Read on where we discuss the dynamics of the current economic situation and how this plays out for recruitment agencies.

Some economists believe the short answer to combating inflation is simply to raise productivity. However, to increase productivity, first, we need to fill the skills gap.

Some candidates can be quite mercenary, especially when there is a vacuum of talent and they know their skills are in short supply. However, that doesn’t necessarily make them a bad hire. Read on where we discuss how the quality of hiring may be influenced by candidates being categorised as active or passive job seekers.

The battle for talent continues! Where skills are in short supply and candidates often maximise their worth, it’s a job market filled with challenges as well as opportunities. Have you got any good ideas on how to lure people back into the jobs market?

Up to 20% of resignations are due to burnout and it’s partly responsible for record numbers of unfilled vacancies. But what about the mental and physical well-being of recruiters as they contend with the same stresses as everyone else?

Some agencies might say the biggest impact of Covid has been in shaping candidate attitudes to hybrid working and work-life balance issues. However, there’s more to it than that. Candidates have become much more ethically conscious so much so that they prefer to work for organisations that make positive impacts where matters of sustainability and social influence are concerned. Is your agency using ESG (Environmental, Social, and Governance) effectively to secure talent?

Today, online software is often presented like a pay-as-you-go consumable, a resource that gets used up. However, this approach does not do justice to its importance. Your investment in RecTech is considerable. Shouldn’t it yield considerable benefits too?

With vacancies for in-demand skills holding businesses back, should recruiters tough out wage demand negotiations and risk losing the talent clients need? Have you got a good strategy for dealing with unrealistic wages and benefits expectations? Here we discuss the upward pressure on wages and benefits packages for new hires, temps and contractors.