Category: Employers

30% of young people don’t think they will ever be able to achieve their career ambitions

The outlook is bleak for young people’s futures, according to new research from City & Guilds. The research found that 13% of UK youth are currently unemployed (not in work or studying), and a further 3% are economically inactive. This equates to approximately 859,000 young adults.

The survey looked at a sample of  5,000 18 to 24-year-olds living in the UK, and the findings show that many young people feel completely excluded from the labour market. When looking at the young adults who are currently studying or out of work, 9% (227,000 people)  don’t intend to start working.

The findings show that the UK youth are rapidly losing hope in what is perceived as a hostile labour market with limited opportunities. This suggests that they are being let down by the education system, Government, as well as employers.

According to the research, 30% of young people don’t think they will ever be able to achieve their career ambitions. This sentiment is highest among those who are currently not working (35%). Youth who have faced challenges in their early lives – especially those who have been in the prison system (59%), been a refugee (54%), or been through the care system (44%) also share the negative sentiment.

 When looking at those who wish to work, there are real barriers to getting jobs.

  • 43% do not believe that their education has equipped them to get the job they want.
  • 64% say that it is not easy to get a good job these days
  • 29% say they have struggled to get interviews.
  • 19% say there simply aren’t jobs available in their location.

With these difficulties to face, most young people strongly believe both Government and employers must do more to support them. Only 26% of the respondents think the Government is doing enough to support young people entering the workforce. That number drops to just 19% among those that are unemployed.

The report, entitled Youth Misspent, set out key recommendations for employers, Government, and educators to help young people to enter the labour market. These recommendations include:

  • Employers to engage with the skills system and existing skills initiatives to provide better opportunities and progression for youngsters. This will also assist to fill critical skills shortages.
  • Employers are also to make it easier for young people (particularly the disadvantaged) to enter the job market and progress in their careers/
  • The Government is encouraged to work with educators and employers to optimise existing skills interventions and make full use of any funding available. They are also advised to improve careers guidance and education from early years onwards.
  • Educators are advised to help young people be more aware of the broader education and career opportunities available to them, as well as to ensure that curricula are inclusive, allowing everyone to achieve their best.

Kirstie Donnelly, CEO of City and Guilds, said: “We can’t keep blaming the pandemic for the issues facing today’s youth. High youth unemployment has been an issue for more than a decade and the pandemic was just another challenge heaped onto an already creaking system that makes it incredibly difficult for young people to convert their aspirations into good jobs.

 “In addition, our research found that young people who have faced additional challenges, such as young carers, care and prison leavers and those who come from less affluent families, are falling way behind their peers in the labour market at the earliest stage of their careers. The current system is baking in inequality and preventing millions of young people from meeting their potential.”

“Young people should be a critical part of the UK’s recovery story and harnessing their potential will be essential if we are to come out of the other side of another recession with a brighter future ahead. Crucially, if we don’t fix this now, we risk storing up more problems for generations to come, exacerbating productivity shortfalls and social inequalities in the long term.”

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Employees will be allowed to make two flexible working requests in any 12-month period

On Monday the government said it would introduce legislation giving employees the right to request flexible working arrangements from the moment they start a job. It also said about 1.5 million low-paid workers, including some gig economy employees, students and carers, would benefit from a new law ensuring they are free to boost their income by taking on a second job if they wished.

The move has been welcomed by unions, who urged ministers to go further in terms of making such arrangements the norm.

Joanne Frew, global head of Employment law at DWF, commented: “Employees will be allowed to make two flexible working requests in any 12-month period (previously only one request could be made in any 12-month period) and employers will be required to respond to requests within two months (previously employers had three months to respond). Employees will no longer be required to set out how the effects of the request might be dealt with by the employer.

“The last two and a half years have seen an unprecedented increase in flexible working, with the pandemic acting as a catalyst for change. Despite the tightening up of the flexible working regime outlined by the Government; many employers are already offering increased flexibility.

“In order to retain top talent and promote a culture of diversity and inclusion, it is essential that employers take flexible working requests seriously and consider innovative ways to make requests work. Open communication between the employer and employee is key.

“Having a blanket policy of not allowing employees to work flexibly can be incredibly detrimental to organisations, from the risk of discrimination claims to a reduced talent pool. However, it is also important that employers retain the right to refuse certain requests when there is an insurmountable clash with business needs – the response to the consultation makes it clear that the current list of business reasons for refusing a flexible working request will be retained.

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Language, mechanical, and marketing skills in demand for side hustles

With the massive increase in cost of living in the UK, many workers are looking to side hustles as a way to earn extra cash. New research from the job search engine Adzuna has revealed that the most lucrative side hustles offer extra income of up to £48,000 a year. According to the official ONS data, the number of workers with second jobs increased to 1,252,000 between July and September this year. This is the highest number in 10 years.

Adzuna’s research looked at nearly 1.1 million open roles listed on the website during November 2022, analysing UK job openings that would be ideal as a second job. Twenty-five roles were analysed, and 479,111 job vacancies were found among these roles. This equals 44% of the UK jobs currently available.

The top five best-paid side hustles jobs are:

  • Translator (£48,648)
  • Handyman (£36,980)
  • Content Writer (£36,635)
  • Influencer (£36,461)
  • Music Teacher (£36,441)

Also lucrative are roles are Proofreaders (£32,624), Graphic Designers (£36,145), and Photographers (£33,306). Virtual Assistants (£35,521) and Social Media Managers (£33,729) are also options.

For temporary roles, ideal for students, further opportunities are on offer. With the peak shopping season upon us, retailers are recruiting large numbers of temp workers to meet the spike in customer demand. Seasonal temp roles are the most sought after and workers can expect to earn an average of £32,058 pro rata. These jobs, however, often require shifts during evenings, weekends, and bank holidays. According to the research, over 156,900 temporary job vacancies remain unfilled.

Other popular side gig roles, despite offering incomes of under £31,000, include:

  • Drivers for companies like Uber and Evri
  • Grocery delivery workers
  • Pet Sitters
  • Cleaners
  • House sitters
  • Baby sitters
  • Gardeners

There are also many secondary job options available in the Hospitality sector, such as receptionists and waiter openings with pay in the region of £23,000. Data Entry Clerks and Mystery Shoppers can expect to earn an average of £25,380 and £20,166 each.

There are also more than 96,000 vacancies for Cleaners and Drivers.  The demand for Tutor and Translator roles is also fairly high, with 30,285 and 22,327 job openings, respectively.

Paul Lewis, Chief Customer Officer at job search engine Adzuna, commented: “Despite the tough macroeconomic environment, workers in the UK are finding new ways to increase their income and secure their living standards. Taking up a side gig on top of a 9-to-5 job has become a necessity to make ends meet for many households. For others, a side gig offers the chance to top up the Christmas coffers. Luckily, there’s currently a wide variety of second job options available. Jobseekers who are proficient in foreign languages, skilled at copywriting or fixing things, or who always stay on top of social media trends have a great chance of finding a side job with competitive pay. And for those simply looking for a festive role to earn some holiday cash, there are still thousands of delivery drivers and Christmas temp roles worth considering.”

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85% are more likely to apply for jobs that disclose that information

According to a survey by ResumeBuilder.com, a majority of workers would demand to know the salary ranges for their jobs, with 88% saying they would demand to know the salary range if allowed under new salary transparency laws being enacted in some states.

The survey also found that 85% of workers said they are more likely to apply to job ads that list salary ranges. However, workers were split when it comes to what companies should be allowed when listing salary ranges. More than half, 58%, said companies should be able to list any salary range, no matter how wide, while 42% said salary ranges should have limits.

Stacie Haller, Career Counselor and Executive Recruiter at ResumeBuilder.com commented: “While applicants tend to favor companies that provide salary ranges in their job descriptions, displaying a very wide salary range does not help anyone. Companies that provide realistic and reasonable salary ranges can build trust with potential employees and attract more qualified candidates.”

Overall, 92% percent of American workers support salary transparency laws, according to the survey. Of supporters, 61% believe these laws will improve wage gaps, 58% believe they will make it easier for job applicants and 47% say they will boost transparency. However, 63% of respondents fear it will be problematic to know how much money their co-workers make.

The survey included 1,200 workers and was conducted online on Nov. 2.

 

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Year over year, job openings are down 6.9%.

According to seasonally adjusted data released by the US Bureau of Labor Statistics, the number of US job openings fell 3.3% in October to 10.3 million. Year over year, job openings are down 6.9%.

However, Reuters noted that job openings remained significantly high in October, which points to continued labor market resilience despite the Federal Reserve’s efforts to cool demand by aggressively raising interest rates and were in line with economists’ expectations.

Hires were down 1.4% in October from September and fell 6.9% year over year. The number of separations, which includes quits, layoffs and discharges, rose 0.3% month over month.

Quits, which are included in separations and are voluntarily initiated by employees, fell by a scant 0.8% in October compared to September. Layoffs and discharges, which come under involuntary separations, rose 4.4% in October from September.

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81% are hosting a Christmas party this year

A recent study by Just Eat for Business has revealed that 1 in 3 businesses will not be providing staff with an end of year bonus this year. 

The Corporate Christmas Rewards Study asked key decision makers, such as CEOs and business managers at companies across the UK how they will be rewarding staff during the festive period. 

The findings show that the majority of businesses base the decision on whether or not to give staff a monetary-based Christmas bonus is based on meeting sales targets (31%), company profit (30%) and whether or not employees have met their personal goals (29%). 

However, the majority of businesses (81%) are choosing to give back to staff by hosting a Christmas party this year. Almost half (48%) said that this year’s Christmas party event will be bigger and better when compared to such events that took place pre-pandemic.

The study also found that 7% of UK-based businesses have decided not to host a Christmas party of any kind this year, and the remaining 12% have not yet decided if they will do so or not. 

For organisations that have chosen not to host a party, main reasons include; budget issues (57%), a lack of organisation (14%), as well as having a remote workforce (14%). 

When it comes to additional festive incentives and activities, other ways in which employers are planning to give back to staff this year include organising a secret santa (34%), funding a Christmas lunch (34%) and providing corporate gifts (27%).

The survey also shows that 1 in 5 businesses (20%) will be providing office catering as an end-of-year incentive, yet 41% of key decision makers at businesses admit they could be doing more to incentive staff all year round. 

Rosie Hyam, People Partner, at Just Eat for Business commented: “Rewarding employees is key to a good working atmosphere and ensuring that staff members feel appreciated. Giving back can also have a huge impact on staff morale and retention, especially going into the new year. 

“As many businesses have a higher number of remote workers than ever before, it’s now even more vital that businesses are doing all they can to try and make staff members feel appreciated. 

“Yet this can be easier said than done, especially considering that many businesses state the main reason for not incentivising staff this year is due to budget issues.

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Marketing and sales ads most likely to hide salary info

A recent study has revealed that more than a third of job ads (35%) do not disclose the salary on offer. Phrases such as “competitive salary” or “depending on experience are common.

Salary is key in helping a candidate decide whether to apply for or take a job. Despite this, an analysis of over 6,000 job listings across roles in Finance, Sales, HR, IT, Marketing, and Operations found that 2,130 ads had hidden salary info.

The study by HR and leadership publication People Managing People showed that ads for marketing roles are least likely to disclose salaries (41%), followed by sales and operations roles (35%). Ads for IT roles were more transparent, at 27%, as were ads for HR professional roles, at 29%, failing to disclose salary details.

In terms of roles, the highest rates of salary non-disclosure were found in job ads for senior and C-suite positions:

  • Chief Technology Officer (81%)
  • Chief Marketing Officer (71%)
  • Sales Director (59%)
  • Operations Director (58%)

The research also found that job ads in the UK were 57% more likely to have undisclosed salaries for roles than in the U.S. Interestingly, IT roles in the UK were more likely to have salary information than in the U.S. Of the roles studied, 66% had no salary disclosed, followed by finance roles (61%) and operations (56%).

Why are salaries hidden? According to Finn Bartram, Editor at People Managing People, it offers businesses more negotiating power to agree on a salary in the later stages of the recruitment process once they understand the candidate’s expectations and circumstances.

Hidden salaries also provide a competitive advantage in that they stop other similar businesses from knowing how much they are offering for a role and outbidding them to attract talent.

Employers also say that publicising salary information causes resentment and results in demands for pay rises from their existing workforce if their salary doesn’t fairly compare to what is offered to recruits.

It may also create resentment when candidates accept a job offer if they know they have been given a salary at the lower end of the advertised pay scale.

The hidden salary approach comes at a risk. In the current job market, which is skewed in the candidate’s favour, vacancies are taking longer to fill, and gaps are widening. This means employers are at risk of missing out on talent or narrowing the type of applications they receive.

Research has shown that the pay gap – for women and minorities – stems from the ‘ask gap’ – the difference in what different groups expect when it comes to salary and how likely they are to get a raise if they ask for one. According to a recent YouGov survey, of the 40% of adults who asked for a pay rise, just over a quarter secured one.

Pay transparency goes a long way to building trust within a workforce, meaning lower turnover rates and greater performance gains. Societal pressures are growing to build transparency, promote truth, and close inequalities, so organisations opting for hidden salaries may need to rethink their strategies.

Christine Brotherston, HR and Operations Director at TALiNT Partners commented: “We know candidates are more likely to apply for jobs where an indicative salary is given. Employers need to make compensation discussions part of the hiring process from the start to be clear about the candidates circumstances and to communicate what criteria will inform their final offer. Hiring managers need to be upfront with existing employees and be prepared to discuss and justify. Existing employees will usually understand there will be a difference, too wide a gap though will always need to be looked at, otherwise there will just be another vacancy to fill soon.

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Occupations with widest gender pay gaps revealed

Two-thirds (65%) of female-dominated professions (where over 60% of workers are women) have gender pay gaps in favour of men. This is according to a new report from HR systems provider Ciphr. The report went on to reveal that only 2% have no reported pay gaps, while a third have gender pay gaps in favour of women.

Popular career choices – in that they have the largest numbers of workers -are the most likely to have pay disparities. The report showed that in the UK, gender pay gaps in favour of men exist in:

  • 72% of female-dominated occupations employing over 100,000 people
  • 82 % of female-dominated occupations employing over 330,000 people

The occupations with the largest gender pay gaps and workforces of over 100,000 include:

  • functional managers and directors with an average pay gap of 21.3%
  • legal associate professionals with an average pay gap of 16.8%.
  • office managers with an average pay gap of 12.5%
  • local government administrative occupations with an average pay gap of 12.1%
  • other administrative occupations (including numerous administrative and clerical roles) have an average pay gap of 8.9%

The report went on to reveal that approximately two-thirds of the UK’s human resource managers and directors, bookkeepers, payroll managers, wages clerks, and records clerks and assistants are women. However, all these job roles have a gender pay gap of nearly 7% in favour of men.

Further insights showed that 89 – 90% of receptionists and teaching assistants in the UK are women, and both of these careers have a gender pay gap of 5.1% in favour of men.

Other female-dominated occupations with pay gaps over 5% (and workforces of less than 100,000) include:

  • PR professionals
  • cleaning and housekeeping managers and supervisors
  • bank and post office clerks
  • specialist nurses
  • project support officers

According to Ciphr’s report, the top 10 most popular female-dominated jobs in the UK (and their gender pay gaps), ranked by the number of people employed, are:

  • Other nursing professionals – including nurses: 814,000 employees (0.2% gender pay gap)
  • Sales and retail assistants: 737,400 employees (2.8%)
  • Care workers and home carers: 731,100 employees (-1.0%)
  • Other administrative occupations – including admin and clerical assistants: 576,500 employees (8.9%)
  • Kitchen and catering assistants: 443,000 employees (-1.1%)
  • Nursing auxiliaries and assistants: 438,600 employees (1.4%)
  • Bookkeepers, payroll managers, and wages clerks: 401,100 employees (6.5%)
  • Primary education teaching professionals: 368,500 employees (0.6%)
  • Teaching assistants: 349,100 employees (5.1%)
  • Secondary education teaching professionals: 347,900 (2.3%)

Occupations with more balanced workforces, such as leisure, travel, and related personal service occupations, also have significant pay gaps (11%). This is the fifth biggest pay gap in the UK.

Six out of seven female-dominated occupational groups have pay gaps of over 2% in favour of men. The only exception is secretarial and related occupations at -6.6%.

It is important to note that 2.4 million employees in the UK – 600,000 of which are men – work in female-dominated occupations where a negative gender pay gap of -1% or more exists. These roles include care workers, waiting staff, financial administrative occupations, community nurses, midwives, PAs, medical secretaries, and special needs education teaching professionals.

The female-dominated occupations with the narrowest pay gaps (between 0.9% and -0.9%) include primary school teachers, nurses, welfare and housing associate professionals, and HR officers.

The only female-dominated jobs with no reported pay gap for 2022 are retail cashiers and checkout operators.

Claire Williams, Chief People Officer at Ciphr commented: “The latest gender pay gap reports are disappointing, to say the least, especially given the ever-increasing spotlight on inclusive policies and initiatives and pressure for employers to close the gap.

 “Far more needs to be done, and quickly, to hold employers accountable. More robust gender pay gap reporting, an overhaul of the childcare support available to working parents, making flexible working the norm, and an introduction of measures to minimise the disproportionate impact of the cost-of-living crisis on women in particular. And, of course, better representation of women and ethnic minorities at all levels, in all roles, is vital to driving change in an organisation. It’s also the best way of attracting and retaining the best employees.”

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4% of companies surveyed publish up-to-date diversity data

The UK’s top companies may be failing to attract job seekers as they do not provide enough information about diversity and inclusion, finds a new survey. 

New research by digital communications agency Comprend, which ranks the UK’s top 200 companies through their corporate websites, found that while most UK companies talked about how diverse they were, only 4% published up to date diversity data. This is despite 80% of job seekers saying that this data was of vital importance when looking for a new role. 

Although companies talked about their approach to diversity (71%), this was not backed up with concrete data. The survey also found that UK companies were failing to present themselves as attractive employers through not supplying adequate information about career progression (20%) or flexible working (15%). 

Now in its 25th year, Webranking, by leading London and Stockholm based corporate communications agency, Comprend, is the largest, survey of corporate websites and the only survey based on stakeholder expectations. The annual survey asks over 500 investors, journalists and jobseekers about their expectations when it comes to a company’s corporate website, via three surveys. The UK companies are measured against a set of criteria, based on these stakeholder expectations and then given an overall score.  

Overall, the survey found that UK companies don’t present enough information on their Careers pages, receiving an average score that is four percentage points below the European average score.  

Comprend found that although UK companies are generally good at providing their approach to diversity (71%), few companies supported the diversity approach with diversity data (just 4%), even though 80% of respondents in the Careers survey thought that this was important. According to the results, UK companies also missed vital information about how their employees’ careers could progress while working at their companies. Only 20% of the ranked companies offer information about this, even though it is something that we see gaining increased importance in the yearly Careers Survey. Only 15% of the companies provide their approach to flexible working, even though this is sought after information among jobseekers. 

Helena Wennergren, Head of Research at Comprend, said: “Our annual Webranking survey is the only survey of corporate websites based on stakeholder expectation. This year, we’ve found that despite outlining their approach to diversity, UK companies are not providing the data behind this. We know that jobseekers are more drawn to companies that show they have more diverse workforces. Stakeholders just don’t settle for vague statements – they want to see the whole picture to understand and to trust a company.” 
 

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The new TA landscape – more important than ever, more challenging than ever

On 18 November, TALiNT Partners hosted their annual Talent Acquisition Leaders Summit at The King’s Fund in London. TA leaders gathered to hear insights and findings of the Benchmark Report as well as listen to keynote speakers from LinkedIn and Diversity by Design.

Over the last five years the TALiNT Partners Benchmark Programme has been helping talent leaders to review their organisation’s capabilities to acquire and retain the people they need and we are excited to launch our findings in the Talent Acquisition Benchmark Report 2022.

This year TALiNT Partners reached out to Talent Acquisition and HR Leaders in over 400 single and multi-national employers, guiding participants through a rigorous review of their planning, processes, tools and technology to understand key talent trends and challenges.

This year’s Benchmark Report brings into sharp focus the challenges, opportunities and balancing act faced by TA Leaders in 2022.  and the significance of Talent Acquisition has never seen such universal priority.

Findings from the Report include:
• In 2022 talent scarcity has been the predominant theme driving creativity and collaboration but also frustration and uncertainty
• Post-pandemic, every EVP needs a re-fresh
• Internal talent has become a priority, with upskilling and development of existing employees taking centre stage
• Candidate aspirations have changed, necessitating a new approach to the employment relationship
• Several areas of TA have been deprioritised to free up time and resource to deliver essential changes
• Diversity is important, but not as important as filling the job
• Less enthusiasm for new tech (apart from onboarding and upskilling) and more focus on making what they have work better.

This is just a glimpse of what lies ahead in this thought-provoking and candid view of the 2022 talent acquisition landscape.

Each of the twelve categories has its own story to tell.

Download the report here – https://info.talintpartners.com/benchmark-2022

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