Salaries are increasing as candidate availability continues to decline
Word on the street is that salaries are increasing but candidates available to take the positions are pretty much non existent. So we’ve decided to take a look and find out for ourselves what is really going on.
The latest IHS Markit/REC Report, shows that the average starting salaries for permanent staff has risen at a significant pace over the past three years. However, the number of permanent and temporary staff available to take these positions have continued to decline, so where are these candidates and how can we increase candidate availability?
Even though there was an increase in permanent staff appointments across the four English regions monitored by the research in August, the overall unemployment rate for the UK meant that availability dropped, sounds crazy right...we know.
Out of the ten job categories monitored by the survey, IT and Computing were top of the rankings for permanent job vacancies, marked increases were also seen in eight other sectors with the exception of Retail where open vacancies stagnated.
Yet there is some good news! Businesses are actually helping to drive Britain’s growth, as jobs are being created and starting salaries are also rising, meaning that there is more opportunities being presented to candidates. Neil Carberry, Chief Executive at the REC, stated that:
“There are big opportunities out there for candidates right now looking for a new role."
However, the question is how long can our labour market defy gravity when it comes to the future of the country’s trading arrangement with the EU - as this currently remains unclear. Some companies have already started to introduce contingency plans to their businesses and those who have not yet looked into it will need to step up and progress.
A question that is on everyone’s minds is how will jobs in the long term be affected by technology and price competition driven by value-conscious consumers? Fear not, recruiters can help to find people the right pathways into growing sectors - boosting both opportunities available and candidate shortages in key sectors.
For more information on Selective Group and how we can help you don’t hesitate to get in touch with us on 01235 462 900 or email us on email@example.com!
Brexit, the bad, the good and the scaremongering
Truth be told, things are a bit up in the air when it comes to Brexit. No one really has any idea what is really happening and what a no deal Brexit could mean for the UK and it’s economy.
With Brexit comes all the news stories that can be quite frankly just scary, but what are myths and what are facts?
Here at Selective Group, we have taken a look at the good, the bad and the scare mongering when it comes to Brexit, so take a look to find out what has been said in the press and whether there is any truth to it:
1. The NHS will be rolling in it
Remember those buses stating that our NHS will reap the benefits if we leave the EU? Well, what a pile of rubbish that was. Nigel Farage and the leave party claimed that the NHS would receive an extra £350 million a week if we were to leave the EU - as there would be cash to burn.
This appeared to be the selling point for the leave party, but low and behold this turned out to be a mere unkept promise, meaning that many put their support into the leave campaign for a lie that was never to be delivered.
2. Brexit and Democracy
It’s safe to say that Brexit hasn’t shown democracy in the best light. The outcome of the vote has left the nation divided and those that voted remain are not happy - vocalising their outrage at the leave party and refusing to abide by the democratic result.
So what Brexit has really done is shown us that these referendums don’t actually work and will always divide opinion. The public will never always agree, so should we really be left to decide such huge potentially disastrous situations?
3. Supermarkets are stockpiling food
Is Britain really stockpiling food like we are back in WW2? Surely this is just a crazy scaremongering story that has been published in the press? With numerous stories about people stocking up before the market crashes and food prices skyrocket, we are really left baffled by this potential outcome.
In short, supermarkets have said they have had no contact with the government about stockpiling food in anticipation of the UK crashing out of the EU without a withdrawal deal.
4. Negotiations of a larger free trade area than the EU
Rewind to last year, when then Brexit Secretary David Davis, had high hopes for striking transformative trade deals around the world. He stated that in the next two years Britain will be able to negotiate a larger free trade area than the EU.
Everything seemed to be looking up, as there was talk of Britain negotiating a free trade area that was a lot bigger than the EU, however this does not seem to have materialised.
With less than 200 days before we officially severe ties with the EU we are still none the wiser on what is really happening and a deal has still not been made. There seems to be a divide over May’s proposed chequers deal and what this could mean. It's safe to say, the good, the bad and the scaremongering rumours will still be floating around for a little while longer yet...
If you want to learn more about Selective Group don’t hesitate to get in contact with us on 0125 or email us on firstname.lastname@example.org.
How to motivate your staff to get them from fine to fantastic
Everyone strives to perform to the best of their ability, well at least you would hope so right? Wanting the best from your workforce is only natural, but how can you go from having a workforce are performing averagely to being ahead of the competition?
Here at Selective Group, we take a look at a couple of tricks you can apply to your workforce in order to turn your staff from fine to fantastic:
First things first, in order to achieve the ‘dream team’ of workforces you need to ensure that you hire the right people. Look for several key traits to tick off, these could include drive, determination and organisation - if qualities such as these aren’t apparent, question whether the candidate could focus and put everything into the role. The last thing you want is a couch potato of an employee!
2. Incentive, Incentive, Incentive
To give your workforce that little push they need, it may be an idea to offer incentives to those who perform over an expected target. This will help to motivate your staff, as a reward at the end is up for grabs. Incentives could be anything from vouchers, to a bottle of vino or even a trip somewhere if you are feeling extra generous! After all a little competition never hurt anyone...
3. Measure Productivity
A great way to measure the productivity of your company and its work standards is to introduce assessments.
Creating a clear business structure including reviews would benefit both you the employer and your employees, as it allows for regular feedback from both parties giving you the opportunity to address any issues head on. It will also give you the opportunity to catch any underperformers, reducing the risk of underperforming employees!
4. Set High Expectations
Setting high expectations for all members of staff is crucial. Believe it or not, it can make a huge difference to your workforce’s performance, without you even realising that is the reason behind it all. Ensuring that the company begins to expect a higher standard of work or service will raise the bar in all other areas. So set your sights high.
Once a high performance benchmark is set and all employees fit into the structure, it will become the norm and a high achieving, driven company culture will be achieved - which is just what you are after!
For more information on how Selective Group can provide support for you, whether you are an employer looking to hire more staff, or candidate looking for a new role we can help you, just get in contact with us on 01235 462 900 or email email@example.com.
Why do first impressions really matter?
30 seconds! 30 seconds is all it takes to create an impression on someone when you first meet, whether that be good or bad.
These impressions can have a lasting impact on how you are viewed as a potential employee. This is, therefore, your time to shine and sell yourself.
We all know that interviews can be tough, wracked with nerves, the smallest thing can make the stress of the situation ten times worse. However, turning up to an interview a nervous wreck may not have the impact on the interviewers that you desire. To combat this, try not to let anything phase you, even if you have had the worst morning of your life...
Here at Selective Group, we have come up with a list of things you can follow in order to ensure you give a great first impression:
1. Dress to Impress
Interviewers will form an immediate opinion of you based on how you present yourself. If you turn up scruffy and untidy you risk being mentally labeled as lazy and unorganised.
To avoid getting it wrong and underdressing, or even over dressing, it is an idea to look at the companies website prior to the interview. This will help you to understand more about the business, giving you a better idea of what to wear.
Bare in mind that not all employers are the same, so knowing about what type of culture the company has will give you a foot forward ahead of others that are in the running.
2. Tick Tock, Tick Tock
Timing is everything! So obviously, it is crucial that you are on time for your interview. Turning up late is possibly the worst thing that you can do, so avoid it at all costs.
Ensure that you leave with plenty of time to spare, it is an idea to set yourself a time to get there - aim arrive half an hour before the interview, that way you can either grab a coffee somewhere close by or wait in reception until the interviewers are ready for you.
3. Bow down to preparation
A rookie error made by many is turning up unprepared. This is possibly the worst thing that you can do, not being ready for a job interview again shows carelessness and a lack of interest.
Usually, similar questions are asked in different interviews as a screening process, these could vary from questions where you have to give examples of situations that you have been in or general “tell me about yourself” questions.
Preparing confident answers to these common questions will help to really impress your interviewer, giving you an advantage over other candidates. It is also a good way of building your own self confidence, as you will know what you are going to say even before stepping foot in the room.
4. Know your stuff
You can reinforce a good impression by being prepared. Do your research of the company before hand, this could include any recent news coverage about the industry or sector you are entering to really emphasise your interest in the company and get conversation flowing!
Don’t forget to ask questions when asked at the end, this shows that you are interested in the role and shows that you are inquisitive about the company - in a good way!
However, problems can often be unavoidable, so be prepared for things to not run as smoothly as planned. The ability to adapt to different situations is key, and moving on and doing your best despite these issues can show your potential!
Following the above tips can help you to achieve a great first impression, setting you up for the success you deserve!
If you have any questions or would like help from Selective Group to find your dream role don’t hesitate to get in contact with us on firstname.lastname@example.org or call 01235 462 900.
Turning Recruitment Failures into Successes
To achieve success in anything that you do, you need to have a solid strategic plan in place and that is the same in the world of recruitment.
Failure can be hard to deal with, so it is important that you turn your recruitment failures into successes.
Here at Selective Group we have come up with four ways you can achieve success and turn things around:
1. Face your faults
When looking for a new role, it is important to look back and reflect on your recent failures. Although you want to focus on your strengths, recruiters will want to see how you have managed your previous failures in order to turn them into lessons that shape future actions.
Being able to critically evaluate yourself and review why and how things have gone wrong in the past is something that a lot of employers value and respect. Speaking out about mistakes is always difficult, but being honest will help you in the long run. However, don’t just blame or others or be too hard on yourself!
Learning and growing from your mistakes shows others how you can adapt to difficult situations. This demonstrates that you can have resilience and the ability to keep up with the changing business world.
As soon as you become open to failure and the prospect of it, you can begin to look at things from a new perspective. Having experienced failure means that when you get your next opportunity you can tackle it in a different way. You may also have the potential to teach others your newly found skills - all of which is a creativity driver.
3. Open up
Opening up about failure can help to drive an innovative company culture, where employees are less averse to change and are more open to accept different ways of working. Opening up and asking for help means that you receive the correct advice and don’t have to suffer in silence - which most of the time ends in failure. It is best to break old habits and open up to those that can offer help and support.
4. Don’t be afraid of failure
Failure is a part of life and everyone has endured it at some point. However, the most important thing to learn from your experience is to not fear it. The way to learn from it is to face the fear you have head on, once you have tackled it, you will be able to again and again.
Your self-worth should not rest on being perfect 100% of the time, you should value your ability to accept when things go wrong and learn from your mistakes. Value your ability to accept that things do go wrong as this will help you succeed in your new job role.
For more information on Selective Group and how we can help you find your dream job visit our website or contact us today on 01235 462 900 to speak to a consultant.