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In boardrooms across the country, leaders like you are grappling with a critical challenge: transforming human capital from a cost centre into a strategic powerhouse. Half of your budget is tied up in salaries, but are you truly seeing a return on that investment?

For business leaders, navigating the current talent landscape can feel like steering a ship through a storm. Uncertainty reigns, with economic pressures swirling and employee expectations evolving rapidly. To gain a clearer view of the horizon, we delved into the motivations and desires of both candidates and hiring managers in our 2024 Hiring Trends Report. Today, we'll unpack the key takeaways, equipping you with insights to attract and retain top talent in this dynamic market.

“The way your employees feel is the way your customers will feel. And if your employees don’t feel valued, neither will your customers.” – Sybil F. Stershic

The UK is grappling with a significant skills shortage. If you’re subscribed to any business news outlets, spend any time on LinkedIn or have recently advertised a role, this won’t be news to you. Every man and his dog is talking about the skills shortage. No organisation or industry is immune and the consequences are being felt by both employers and job seekers.

The war for talent is real. In a recent LinkedIn survey, a staggering 54% of recruitment professionals believe that the ability to make quality hires will be the defining factor shaping the recruitment landscape over the next five years. This isn't surprising. In this cost-focused world of business, efficiency reigns supreme. We strive to streamline processes, optimise resources, and maximise outputs. Yet, amidst this relentless pursuit of effectiveness, one crucial aspect often gets relegated – hiring the right person. Let's face it, a bad hire can be a costly misstep, impacting everything from productivity and morale to client relationships and the bottom line. Here's where the concept of quality hiring takes centre stage.

Imagine yourself steering a ship through a turbulent sea. Unpredictable currents shift the course, demanding constant adjustments to stay afloat. This is the reality facing businesses in today's rapidly evolving landscape. New technologies emerge at breakneck speed, consumer preferences constantly change, and entire industries undergo seismic shifts. In this dynamic environment, finding and retaining the right talent is no longer just a competitive advantage, it's mission-critical for survival.

When it comes to employing new people in an organisation, you are expected to offer more than ever before. It is not enough to just advertise a vacancy and hope that the applications flood in.

Despite a cost-of-living crisis, rampant inflation and news of sweeping tech layoffs, many businesses are still struggling to both recruit and retain employees.  Whilst much noise has been made about the talent shortage, the retention of current employees often gets forgotten about in the mad dash to hire new talent. But this is a huge oversight.

Onboarding new employees is a busy time. Everything from the interview and hiring to the first week of work takes planning and effort. However, when you prioritise your onboarding process, you ensure the success of your company by retaining employees for longer. 

2022; the toughest job market we’ve ever seen. Not for candidates though, as they have a plethora of exciting opportunities to choose from. With vacancies in the UK soaring to a record high, and unemployment hitting an all time low, businesses are facing a fight to bolster their teams.

​In 2021, we should all be looking at how to make our businesses more equitable and accessible to everyone. Equity, Diversity and Inclusion is the talk of HR and management teams up and down the country, but it is so much more than race, gender, or sexuality.

What’s in it for me? It’s the question at the forefront of most candidates’ minds. Without an Employer Value Proposition (EVP), your business will find it difficult to clearly communicate your answer.