Despite what you may read in the media, it’s not just the haulage and hospitality sectors that are reporting a staffing crisis. Other industries such as Construction and Building Services are also reporting a lack of skilled labour as the aftermath of Brexit and the prolonged Covid-19 pandemic starts to bite.
As we start to see greater numbers of people returning to their workplace, after months of working from home or other satellite locations, employers tell us that their next biggest challenge is to ensure they not only come back but stay.
With the increasing uncertainty in the jobs market, it is no surprise to find that many employers are becoming swamped with applications, while at the same time, struggling to filter candidates for their suitability. This is especially critical if there is a deadline looming (such as lockdown easing). So, how do you ensure you select the most appropriate candidate for the position while at the same time ensuring legal compliance and fairness?
Earlier this year, we wrote about the high cost of staff turnover and the importance of staff retention. Now, as an increasing number of people return to work after a prolonged time away from the office, employers are facing a new challenge – how to re-build workplace confidence and ensure that, once again, it’s a great place to work.
For many, it’s time to return to the office after spending months working from home. And whilst employers have done their utmost to support staff in their remote working environment, it’s not the same as being able to motivate and monitor employees on a collective basis.
As the UK starts to open up for business, it’s no surprise to find that many businesses are now busy gearing up for a return to better times. One area that is crucial for business recovery is recruitment. In the next few months, we anticipate an increase in the number of candidates looking to change jobs or secure employment, so, for employers, that means producing an effective job description for any vacancies you will be recruiting for.
Many businesses up and down the country have been using down time during lockdown to re-assess their employment needs and plan for the future. This means change is inevitable. One area that is being given a new consideration is the importance and relevance of skills accreditation.
In this blog, we look at the reasons why larger businesses and public sector organisations, in particular, have adopted Preferred Supplier Agreements in a bid to reduce the cost, time and hassle of repetitive purchasing, and whether it can apply to your recruitment process.
Despite finding the ideal candidate for your vacancy, without effective onboarding in place, it could take up to 12 months for a new recruit to settle in. However, put an onboarding process in place, and it’s estimated that recruits are 60% more likely to remain with the company for three years or more.
Attracting the best people to your business is a great start when recruiting, but you need to make sure you are keeping hold of them long-term to get the best value out of your employees.
As the building sector starts to bounce back, with the government announcing new work growing by 22% and repair and maintenance by 26%; this is certainly reflected in the current burst of activity we are experiencing in the mechanical and electrical (M&E) sector.
With so much uncertainty and lack of clarity regarding future employment, it is no surprise that we are seeing a myriad of employment initiatives being considered. One of these is ‘Temp to Perm’ (temporary to permanent), also known as ‘try before you buy’.
Building Services has always been known as the profession that brings buildings to life, however it is often the technical expertise behind the scenes that hold a lot of the cards when it comes to innovation and future development.
As we return to some sort of normal, many companies have used their recent down time to re-appraise their future employment needs. For many, there are undoubtedly seismic changes ahead in how people work and how business will look in the ‘new normal’.
How can you make sure you are getting the best insight into your candidates to make the correct decision on who is the right person for the job?
If you’re recruiting for a permanent position you need to make sure you are hiring the right person for the job – someone that’s a good cultural fit as well as having the required experience and skillset, and someone who is going to stay at your organisation for years to come.
Regardless of whether you need to recruit staff in bulk, or if your recruitment comes on an ‘as and when’ basis, one thing you can do to make sure you are as prepared as possible is to create a talent pool.
There are many benefits to employers of recruiting temporary workers, which we go into more detail here in our latest blog.
We’ve always had a great relationship with our clients, built on trust and flexibility over the past 10 years. Now of all times, provides us with a great opportunity to give something back by offering a completely flexible solution on permanent recruitment fees to help our clients who need to recruit during these difficult times.
Welcome to Multitask Personnel. We’re a South Yorkshire based recruitment partner (notice we said partner there and not agency?), who work on a national scale to provide an all encompassing solution to clients across a variety of sectors, in particular Utilities, Construction, Building Services, Plumbing & Heating and M&E.