Recruitment priorities for 2017
It’s going to be increasingly important for local businesses to arm themselves with local data to make sure salaries are competitive and to inform their recruitment and retention over the next 12 months.
The annual Anne Corder Recruitment Salary Survey, produced in partnership with Paydata, revealed that pay reviews, amongst the local organisations surveyed, are expected to be around the same as or as much as 0.5 per cent less than the predicted inflation rate in 2017.
As a result, local businesses would be wise to think about how they can still remain competitive and retain talented employees – particularly if they are approaching pay reviews with increased caution.
Think about the benefits you can offer to candidates and current employees from a work life balance perspective or look at how you can engage employees more with your business.
Infact, that’s the second big trend we’ re expecting to see in 2017: employee engagement engagement. The Confederation of British Industry’s annual Employment Trends Survey revealed 48 percent of the 353 companies surveyed chose‘ achieving and maintaining high levels of employee engagement’ as a workforce priority in 2017.
If pay reviews need to be – for whatever reason – cautious, employee engagement could be a positive way to support your recruitment and retention when increased financial remuneration may not be feasible.
Although the two play distinctly different roles, by looking at how you can improve employee engagement you’ll be investing in your workforce, which can only be a positive.
Similarly, if – as the Employment Trends Survey suggests – other employers are prioritising workforce engagement then it’s something your business should also be looking at in 2017. In the world of recruitment and retention, it’s crucial that you remain competitive.
Another recruitment trend employers should be taking into consideration for 2017 is an increasing preference for temporary workers. With 2016 proving to be a year that has thrown up many ‘unknowns’ for employers moving forward, temps can prove to be a valuable resource that can help boost a workforce as and when required.
Similarly, many high-calibre candidates are turning to temping to provide themselves with variety and the flexibility they desire but are not able to achieve through traditional, permanent employment. To attract these quality candidates, employers could begin to reconsider a more strategic approach to bringing temps into their business in 2017.