Connecting linkedin

Banner Default Image

The job market

The latest ONS labour market report (August 2019) reported a drop in all vacancies by 2.4%.

Although we saw a decline for the second quarter of the year for permanent vacancies, there was a small uplift in quarter three (Jul-Sept). With Brexit looming many organisations are delaying permanent recruitment, however, 52% of the organisations we surveyed expect the number of permanent workers in their organisation to increase in the near future. 45% expecting it to remain at the current size.

“We expect the uplift in temporary recruitment to remain for Q4 as uncertainty continues. Many organisations have gone onto hire the temporary worker on a permanent basis when they are confident about the candidate and have finally been allowed to increase headcount.”
                                                                                                                                                                                 Penny Raven, Business Manager, Office & Specialist Support


The political climate is causing organisations to slow down their recruitment of permanent staff, however it is not impacting people from seeking jobs. 53% of respondents overall said the current economic and political climate has no impact on their job search, with 27% saying they are more inclined to look for a new job at present. The table below shows the results per organisation type. 

Specialist Support and MarComms professionals are slightly more inclined to look for a new job, whereas more HR professionals stated it will have no impact on their job search. The table below shows the results per job function.


MarCommsFinanceHR Fundraising  Specialist Support
More inclined to look for a new job33%30%20%26%36%
Have no impact on your job search46%50%59%56%49%
Less inclined to look for a new job21%20%21%18%16%



The number one challenge in recruiting to permanent roles according to respondents was the shortage of skilled candidates. This is not surprising with unemployment levels at their lowest rates for many years. Other challenges were budget constraints and the organisation paying lower quartile salaries compared to market average.

A large aspect of retention is whether employees feel that their current role is helping them develop their career. 33% of candidates feel their current role isn’t helping to progress their longer-term career, which is a marginal increase on last years’ results of 31%.  

The number of active job seekers overall who are planning a career move in the next 12 months has decreased on last year with the number who would move for the right role increasing by 10%.  Active job seekers stated their preferred method for searching for a new role, recruitment consultancies remained number one (72%,) closely followed by sector specific job boards (70%) and LinkedIn (56%.)

The number of respondents actively looking for a new role was higher within higher education than other organisation types, at 48%.


Job Seeking?CharityHigher EducationMembership
No17%7%11%
No plans, but would consider for the right role46%45%46%
Yes37%48%43%


Finance has seen the biggest shift in active job seekers from 2018 to today. For all functions, a high percentage of respondents would move for the right role but are not actively looking. Therefore hiring organisations need to partner with a proactive recruitment consultancy to actively seek out those passive job seekers.


​​



WHAT'S HAPPENING TO SALARIES

MOTIVATORS

WORKING FROM HOME

SALARY DATA TABLES