Recruitment - Industry insights for 2017

As we look towards the horizon, many recruiters, candidates and clients will need to consider the future trends in recruitment that will redefine business relationships, acquiring talent and seeking jobs. We catch up with two of our recruitment experts, Peter Barry, Internal Recruitment Manager and Philip Piper, Head of IT and Business Change Recruitment, to gain their insights on recruitment trends that are set to impact the industry in 2017!

1. The impact of Brexit on Clients and Candidates

With Theresa May aiming to trigger Article 50 by the end of March in 2017, it’s only natural that many businesses will be adjusting their recruitment strategies based on whatever developments arise. “While gloom and doom predictions indicate that Brexit could be a colossal nightmare for businesses throughout the UK, it’s crucial that organisations look for the opportunities that may present themselves,” advises Peter Barry.

According to a survey by the Confederation of British Industry, employers plan to hire staff at a similar pace in 2017 as they did last year. However, uncertainty over the UK's future relationship with the European Union has weakened business confidence in the labour market with companies expressing concern about access to skilled migrant workers.

From a candidate perspective, there is a rather unexpected feeling of optimism regarding career prospects following Brexit. According to a recent survey by Jobsite, they targeted over 28,000 candidates and found that 57 percent believe that Brexit could have a positive effect on the future success of their current employer. Those in engineering and technical services have the most positive outlook, with 62 percent of both sectors believing Brexit could have a positive impact on their career prospects. Only 29 percent of those in engineering believe Brexit will have a negative impact on their salary, and 30 percent of those in the technical services.

When separating respondents by gender, 62 percent of men believe Brexit could have a positive effect on their career prospects compared to 57 percent of women. Only 33 percent of those polled would consider pursuing their career in a different EU country following the Brexit vote.

“The recruitment industry will react and adapt,” says Peter, “It’s not a time for complacency. Companies will have to work smarter, understand their customers’ needs more, deliver a higher standard of service, maintain and continuously build their profiles in the market and work to make life as easy as possible for both candidates and clients.”

2. Demand for Brexit Specialists = Job Creation

Recent estimates predict that the UK government may need to hire approximately 30,000 specialists to accommodate the transition out of the EU. These experts will be particularly important to businesses with vested interests in the EU, financial services, tax concerns, border control, and for those with physical offices and workers in the bloc. “Theresa May has already created a position within her cabinet to deal specifically with Brexit and now is not the time for big business to dither either. Those who act immediately and take action to deal with the fall-out from Brexit will be the ones that stay ahead of their competitors,” Philip advises.

Philip predicts that there will be increased demand for applicants to have skills in professional services. “Candidates stepping into this role could possibly come from a HR or financial services background, but anyone undertaking such a position also needs to have the gravitas, commerciality and strong negotiating skills to own the process,” he says.

3. Increase in Social Media Recruiting

“Millennials are increasingly dictating the pace and landscape of the recruitment industry,” says Peter. While recruiters have increasingly explored social media as a means to communicate with candidates in more personal ways, recent figures from Bond’s research question the way in which individuals are using social media on a day to day basis: only 25 percent have used social media to find a job and, of these, just 14 percent found it helpful.

“Recruitment consultants will need to capitalise on the power of technology by reflecting the specific demands of their candidates and clients. This can be achieved through improving SEO strategies, customising advert content and prioritising different job boards for specific skill sets,” Philip advises.

4. Prioritising Employer Branding

“We are beginning to see an increased focus on talent investment through employer branding. As we approach 2017, more organisations are becoming acutely aware of how a comprehensive and technologically-driven branding strategy is beneficial for talent attraction and staff retention,” advises Peter.

In 2017, more companies need to better educate their staff on the benefits of having a solid external communication strategy to showcase internal culture and opportunities. It’s proven that the better your talent attraction techniques, the better quality of staff you gain and the more successful your business will be. Businesses not only need to offer great perks and benefits, but they need to reach out to the wider world and inspire potential candidates to become a part of their organisation, whilst retaining existing talent.

As we move into 2017 and come closer to the real impact of Brexit, there could be a decline in the numbers of people actively pursuing new career opportunities. In times of uncertainty, the passive talent in the market may opt to stay put in a stable job. This means it will become more important for organisations to work harder to enhance their employer brand; social media being the perfect platform through which to achieve this.

5. National Minimum Wage changes

The national living wage for employees 25 and over will increase to £7.50 from April 2017, together with other increases to the National Minimum Wage rates.

Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay and Statutory Shared Parental Pay and Statutory Sick Pay rates will also increase from April 2017. A Ministerial Statement proposes that statutory sick pay will increase to £89.35 per week and the flat rate of maternity pay will increase to £140.98 per week.

“With inflation predicted to rise in 2017 following Brexit, thus increasing the cost of living nationwide, it’s only fair that wages increase as well,” says Peter.

Recruiters will need to ensure that clients are aware of the increase and this will be of particular focus when managing temporary workers, ensuring that triggers are in place when they hit the age of 25 and are eligible for a pay increase.

We want you on our team!

Are you an experienced recruiter looking for your next role within the industry? Search Consultancy is a nationwide recruitment agency that offers a wide range of jobs from a variety of specialist industry sectors. If you feel you would be an ideal addition to our team, please do not hesitate to contact our internal recruitment manager, Peter Barry by email on [email protected] Take a look at the recruitment consultant jobs that we have on offer here.

About our Contributors

Peter Barry

Peter Barry is a recruitment expert with over 16 years in the industry – both in an agency and in-house capacity. Throughout his career, he has recruited candidates for a wide range of sectors including Facilities Management, Utilities, Energy, Contact Centre and Office Services . After dedicating 10 years of his career to operations, Peter now works as an Internal Recruitment Manager for Search Consultancy.

Philip Piper

Philip Piper is a Director & Head of IT, Digital & Change at Search Consultancy. He is currently building a Leadership, Financial Crime & Risk/Compliance proposition whilst operationally managing the IT, Digital & Change teams in Manchester & Brighton.

 

 

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