Is your workforce ‘going for gold’ this summer?
As a summer of sport is now upon us, we’re looking at the latest developments in recruitment and how they can be applied to your workforce.
Whilst your team may not be winning in the Euros or taking part in the Olympics, we want to help you shape your workforce to deliver their best performances possible and strive for the top step of the podium in your industry.
Whether you have active plans to recruit, or it’s something you’re keeping in mind, we’re on hand to coach you into scoring your recruitment-related goals.
If you’re looking for an addition to your team of proven winners, we have a track record of helping organisations that are top of their league recruit talent that can produce player-of-the-match performances.
Enjoy a round-up of the recent developments in digital and marketing recruitment.
Latest recruitment developments
Understanding job satisfaction – the UK’s favourite jobs
Courtesy of Ciphr, research has been conducted into how much employees enjoy their role. It’s broken down into job roles defined by the Office for National Statistics’ standard occupational classifications. With 1,031 workers polled, this created a view on the country’s most enjoyed roles.
Looking at digital and marketing roles, the ‘Sales & Marketing’ category sees 67% of employees love their role, 25% are unsure and 8% dislike their job. With a quarter of respondents not quite sure of their happiness in their role, they could be tempted to switch to a more enjoyable role in the industry with the flexibility of an interim, contract or temporary role. If you wanted to explore how different recruitment options can suit your company, we’re on hand to have a chat.
In terms of correlations, it was identified that roles with higher paying salaries led to a higher job approval rate. In fact, respondents that earn north of £45,000 are twice as likely to confess their passion for their jobs compared to workers on a lower wage.
To provide balanced data, workers from different sized companies were quizzed. 11% of respondents work in small companies with 26-50 employees, 28% worked in medium companies with 51-250 employees, 23% work in large companies with 251-1000 employees, 15% work in organisations with 1001-5000 employees and 23% work in enterprises with 5001+ employees.
The full set of data shows that teaching assistants are the happiest in their jobs with 88% loving their job, 12% on the fence and 0% disliking. On the other end of the scale, IT user support technicians and large goods vehicle drivers see 40% of respondents disliking their job.
As an average across all the data collected, 65% of people said they either love or like their current job, 20% don’t have a preference and 16% dislike their current job.
What does this mean for you? Out of the sample, 36% of total respondents are not satisfied in their current job role. Coming together with Headliners for your recruitment needs, this shows that by delivering an appealing recruitment process can persuade 36% of workplace talent to easily look elsewhere.
If you want to see a full breakdown on job satisfaction per role, have a look here at the data gathered by Ciphr.
Keeping an eye on the UK’s economy
The first half of 2024 has been a good one for the UK’s economy. Data from the CBI Economic Forecast suggests that we will see growth over the remainder of 2024 and entering 2025. In fact, GDP growth is expected to continue its momentum and reach a growth of 1.9% in 2025.
This is welcome news as GDP has struggled over recent years. Due to the fallout of Covid-19 and the Ukraine War, growth in GDP was only at 0.1% in 2023. With the combination of inflation and higher interest rates stunting growth in 2023, the UK economy looks to be back on track.
So, what does the CBI Economic Forecast predict? By the end of 2024, UK GDP is expected to rise 1%. This momentum will lead to a 1.9% growth in 2025, which is in line with the pre-Covid growth rate.
This growth is expected to be driven by consumer spending. With an increase in household income as inflation falls, consumer spending is set to rise 2.5% in 2025.
As GDP increases and the economy grows, your recruitment plans cannot be left behind. With businesses investing more in new talent, you need a strategic recruitment plan to attract the best talent, ahead of other recruiting companies. This is a great opportunity to utilise different recruitment options such as interim, contract and temporary employees at all levels, to fit your short-term needs or long-term projects.
With the economy growing, your team could be growing too. If you have questions on how you should recruit during economic growth, we’re here to answer any queries and talk through the flexible recruitment options that we have to offer.
Back to the office – what we can learn from Manchester United’s approach
For those who aren’t into sport, Manchester United have been in the news because of their new co-owner’s approach to home working. Jim Ratcliffe, CEO of INEOS and now Manchester United co-owner, has made the decision to bring all staff at Manchester United back into the office. As such, this has reignited the topic of pros and cons of home/hybrid working.
Why is bringing staff back into the office positive? Many believe that it would improve culture, team spirit and productivity. Despite the benefits it could bring, it could have negative impacts on recruitment, well-being of staff and retention. After experiencing home and hybrid working, staff are now starting to value the time that they save from commuting, and the benefits that working from home can provide in their personal lives. Because of this, staff may only apply for jobs with a hybrid option or seek to leave if their company mirrors Manchester United’s decision and requires everyone back in the office.
An answer to finding the right solution is communication. By talking to your staff about your expectations and desires, they can then outline their preferences. By communicating, compromising and working towards a common goal, both parties can be content with the decision that is made.
If you’re not too sure what type of role to recruit for, we can help you figure it out. We have experience in recruiting for office based, hybrid or remote UK roles. If you want a chat to figure out what is best for you, feel free to get in touch to have a discussion about what recruitment strategy would be best for you.
Diving deeper into word-of-mouth marketing
People are searching for recommendations – ads aren’t as effective anymore. With 66% of consumers wanting to see fewer ads, there’s a risk of certain advertising channels becoming too saturated. Either adverts can become lost in a sea of others, or people won’t pay too much attention to them.
Because of this, word-of-mouth comes into play. People trust people. In fact, 90% of consumers are more likely to trust a brand that was recommended by others. Similarly, 25% of people will actively avoid a brand if their friends or family have had a bad experience. This is why working on curating positive word-of-mouth is key.
Whilst word-of-mouth is a natural form of marketing, there are aspects that you can control to increase the chances of positive word of mouth. Firstly, you can urge customers to leave positive reviews online, which other potential customers can use for their own judgement. Next, blogging is a fantastic tool. By providing useful content online, this can build your reputation.
By attempting to integrate word-of-mouth into your marketing mix, this can not only improve the visibility of your brand both online and offline, but can also improve authenticity as people will deliver their true experiences and positive opinions.
Marketing is versatile. Sometimes, you branch away from traditional techniques and must adapt to diversifying your output and differentiate yourself from your competitors.
If you want to learn more about how word-of-mouth marketing can benefit you, read here in more depth about the best way to approach word-of-mouth marketing.
If you’re looking to recruit the best marketing talent, we’d love to get involved in assisting your recruitment process.
Make Sure Your Team Are Finishing First This Summer with Top Digital and Marketing Recruitment
We’re on hand to provide you with the best staff for your vacant positions or help guide you through your hiring processes this summer.
If anything in this newsletter has raised any questions or produced any points you’d like to discuss, we’d love to have a conversation with you regarding your recruitment.
We aim to deliver recruitment of the best talent through processes that eliminate stress for you and eradicate the difficulties of hiring.
If you’d like to talk further, please don’t hesitate to get in touch to make the right digital and marketing recruitment decisions to ensure your team are ready to aim for gold this summer.