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Now, more than ever, employers are coming up against tougher competition to recruit top talent. That’s because UK employment is at 75.1%. It’s highest ever. When you add accelerated advances in technology and Brexit, you get skills shortages to complicate matters further. Throw inflation and political uncertainty into the mix and there’s a lot for employers to think about. And employees too.

This is why the good people at SMRS decided to team up with reed.co.uk to gain insights into today’s recruitment challenges, as well as to get a better understanding of job seekers’ behaviours.

They received responses from some 2,000 potential employees across a broad variety of sectors, with a spread of earnings, and they were geographically representative too. The male/female split was 56:44, but that’s not far removed from the UK labour forces split of 54:46.

Overall, the team wanted to gain answers to three questions. What makes people move? How much does company brand, reputation and values mean when changing jobs? What can recruiters do to gain edge in the competition over talent?

It gives some interesting insights into attitudes to media, social channels, brand and the personal touch. So, if you’ve got a rare 10 minutes spare and want to put it to good use over a coffee, it’s an easy-to-absorb, good read.

You can view the results here

 

Wednesday, 1 November 2017

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Cathy Halstead Date: Nov 7, 2017

Interesting read. In terms of the answer to your third question, 'What can recruiters do to gain the edge in the competition for talent', I'd argue that being prepared to offer flexibility at the point of hire is a great place to start. Timewise's research has shown that 87% of the UK's full-time workforce either works flexibly already or wishes they could; but less than 1 in 10 jobs are currently advertised as offering flexibility. So employers who want to be at the top of the list for the best talent would be wise to get serious about flexible working.

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