Temp, temp to perm, contract or permanent, in all industries and across all sectors – whatever the recruitment need, it was in high-demand in 2017. The last 12 months at Anne Corder Recruitment have been busy as ever and things are showing no sign of slowing down. During this busy year we’ve seen a few trends emerge but which ones look set to continue in 2018 and, importantly, which ones do you need to know about?
Allocating HR and recruitment budgets in 2018
During 2017 businesses were clever about how they allocated HR and recruitment budgets. In doing so they ensured they retained the flexibility to react to recruitment and retention needs when required.
Demonstrating this is the fact that Greater Peterborough pay rises over the next year are predicted to be around 2 per cent, which is about 1 per cent lower than inflation.
Although this can look negative on the face of it, more and more employers have retained budget normally used for regular, planned pay rises for use in more ad hoc scenarios. For example, offering an interim pay rise if a talented employee is looking to leave. Those looking to recruit in 2018 may want to keep this in mind, as salaries will still need to be competitive.
An increasing number of temp to perm roles
2017 was a record year for temp to perm roles at Anne Corder Recruitment as well: employers took advantage of engaging staff in a temporary capacity to allow both parties to try things out before committing to a role on a permanent basis.
Again, employers have provided themselves with flexibility. Businesses can satisfy themselves that the role they are recruiting into has genuine content and adds value – something that you may want to consider factoring into your 2018 recruitment strategy if you haven’t already done so.
Focussing on candidate experience and wellbeing in the workplace
Although more employers have been improving their candidate experience over the last few years, recruitment is becoming more competitive as unemployment numbers steadily drop. With that in mind, employers would be wise to consider their candidate experience in 2018 too. A positive experience will help to ensure the right candidates are engaged throughout the hiring process, keeping your recruitment competitive.
In the same vein, wellbeing in the workplace was top of the list for many HR departments in 2017 and it has proven to be an important hook for highly sought after candidates. According to Westfield Health, 79% of employees believe that the responsibility for managing employee health and wellbeing should be shared between employer and employee.
Ultimately, if employers want to attract the right people in 2018 they need to demonstrate that the wellbeing of their staff is considered, at least in part, their responsibility.
Although it is impossible to predict exactly how things will unfold in the coming year, we’re excited to see business continuing to excel in Peterborough. Employers will work towards ensuring they retain flexibility when it comes to recruitment and HR budgets but that doesn’t mean they won’t be focussing on retaining and recruiting the right people.