It’s no secret that the new year, ‘fresh start’ effect is a catalyst for self-reflection and personal resolutions, but what if we told you a similar phenomenon is happening in the job market?
From “The Great Resignation” to “quiet quitting”, the priorities of employees and job seekers have undeniably changed since the start of the pandemic in 2020, with a heightened interest in work-life balance and more competitive benefits. But with the added complexity of a cost of living crisis, employers are facing even more pressure when attracting and retaining talent.
With economic uncertainty comes a bigger concern for financial stability, with almost three in four people in the UK worried about their financial situation. For instance, many employees will be expecting salaries to match up to inflation, as well as increased transparency and fairness in remuneration.
According to Sarah Marrs, Director of Qualtrics “Pay has always been a key hygiene factor for employees, and, unsurprisingly, we’re seeing them place even more importance on it this year. Businesses will need to find ways to address this importance, particularly for their high performers. With constrained budgets (…) getting really clear about the fairness of pay and performance evaluation will be beneficial”.
This economic instability also comes with a recession-fuelled hesitancy to change jobs, which could temporarily play in favour of employers – but only as long as they make active efforts towards developing and offering a solid benefits package.
Despite remuneration remaining the first detail people will look for in a job advert, it’s important to remember that salaries and bonuses are not the only ways to attract or retain talent. Indeed, the days of a bare-minimum-25-day-leave-and-3%-pension-contribution deal are over.
If there is one thing we’ve witnessed when speaking with candidates in the past couple of years, it’s the higher turnover and general staff disengagement linked to poor work-life balance that concerns them. Even if you’re scaling down your hiring plans or shrinking your recruitment budget ahead of a potential recession, we cannot emphasise enough the importance of a supportive benefit package, including things such as:
While we’ve considered the above benefits to be employer “green flags”, it’s worth mentioning that some others might now be considered obsolete from a candidate perspective. Some of these “check the box” benefits may include:
If you’re unsure about where your recruitment strategy is heading in 2023, make sure to kickstart the year by speaking to one of our specialists at Sitka Recruitment. Simply email us at info@sitka.wales, call us at 029 2048 4520 or get in touch with us by clicking the button below.
The recruitment process was a very smooth one with constant, non-intrusive updates. We benefited greatly from a personalised visit to our business, ensuring the right candidates were sourced for us. We received an excellent service.
The experience of working with Sitka was really enjoyable. It was like talking to a friend who knew all the answers to my future career.
I chose to work with Sitka as I know them to be open minded and creative in their approach to recruitment. Ita was able to pin down the most important parts of the role and understand our needs quickly and clearly. Ita then joined the dots between her understanding of the role with the perfect candidate. I have recommended Sitka to colleagues and I will continue to do so.
The experience of working with Sitka has been fantastic. They provide an excellent service with a professional and friendly approach. Karen kept me informed every step of the way, even sending through interview technique tips.
Having now worked with Sitka for a number of years, they have a real understanding of the type of people we employ and that the ‘fit’ is as important as having the right skills for the role. Sitka provide an excellent service and make you feel you are their only customer. They are quite unique and such a pleasure to work with.
In a difficult market, Sitka were able to introduce us to several candidates who were suitable for our vacancies. Karen was so passionate about making sure both Drive and their prospective candidates got a great service and I knew she’d do an excellent job when future roles came up.