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🧭 Quarterly Snapshot: Team News and Market Update!

As we move into the second half of the year, we’re seeing some significant shifts across the head office recruitment landscape in the North West. Whether you’re planning to hire permanent staff, bring in temporary cover, or onboard contractors for specialist projects, here’s what you need to know.

📣 Team News

Baby News!

You may remember our lovely Faye went on maternity leave, and we’re so happy to report she’s had a beautiful baby girl. Both mum and baby are healthy and enjoying bonding!

Meet Claire?

Claire has recently joined an online networking group called NetworkIn, they meet every other Friday morning at 7am online. The next meetings are 8th and 22nd August 2025. If you’d like to attend as a visitor completely free of charge as Claire’s guest, email claire@jfrecruitment.co.uk

Testimonial Tears

We received a lovely testimonial from Darren Jamieson after we helped his daughter find a temporary job for the summer. Brought Jo to tears, featured Jo and Darren presenting the accolade at an event.

Meet Jo?

Jo attends BNI Chester who meet every Thursday morning at Rowton Hall in Chester. She’s always looking to add to our list of trusted referral partners, so if you’d like to attend completely free as her visitor, email jo@jfrecruitment.co.uk

🧭 Quarterly Snapshot: What’s Happening in the Head Office Recruitment Market?
📈 Hiring Trends: Still Active, But Cautious

While recruitment activity remains healthy, particularly in professional services and tech, many businesses are approaching hiring with more scrutiny than this time last year.

  • Permanent hiring has slowed slightly due to budget caution, with more businesses choosing contract or temp solutions to manage headcount flexibility.
  • Project-based hiring is growing, especially in IT and compliance – short-term, outcome-driven engagements are increasingly popular.
  • Internal mobility and upskilling are on the rise as HR teams work to retain and develop existing talent.

👩‍💻 Role Demand by Function

Here’s where we’re seeing the strongest activity this quarter:

Function Roles in Demand Trend Insight
HR HR Advisors, Talent Acquisition Partners Focus on retention, internal hiring, DEI
IT 1st/2nd Line Support, Business Analysts IT transformation + project rollouts
Accounts & Finance Credit Controllers, Management Accountants Pressure on cashflow, cost control
Admin & Office Support Executive Assistants, Sales Admin High demand but fewer quality candidates
Sales & Marketing Digital Marketers, B2B Sales Executives Demand for commercial growth and visibility
Insurance Insurance Account Handlers, Underwriters Sector is steady; client servicing and cross-selling remain key

⚠️ Candidate Shortages & Expectations

Candidate availability remains tight in key areas, especially:

  • Experienced finance staff (Part-qualified, AAT, and Management Accounting)
  • IT Support and Infrastructure
  • Digital Marketing generalists
  • High-level administrators and EAs

Additionally, candidate expectations continue to evolve:

  • Flexibility remains a deal-breaker – hybrid or remote options are highly sought.
  • Salary transparency is more important than ever in job ads and initial conversations.
  • Counteroffers are increasingly common – employers are working harder to retain their top people.

💷 Salary Movement Snapshot (North West Averages)

Role Avg. Temp Rate Avg. Perm Salary (mid-range)
HR Advisor £18–22/hr £32,000 – £38,000
IT Support (1st/2nd Line) £20–25/hr £28,000 – £35,000
Management Accountant £22–30/hr £42,000 – £50,000
Executive Assistant £17–21/hr £35,000 – £40,000
Digital Marketing Executive £19–24/hr £30,000 – £36,000
Insurance Account Handler £18–23/hr £30,000 – £36,000

Note: Rates can vary depending on sector, location (Manchester vs. wider North West), and contract length.

🔍 What This Means for Employers

  1. Speed is critical: Good candidates are going off the market in days, not weeks. Slow hiring processes risk losing top talent.
  2. Temp and contract talent is a smart buffer: For project spikes, absence cover, or budget-conscious hiring, it’s an efficient way to keep momentum.
  3. Partnering with a specialist recruiter can streamline your process, provide market insight, and ensure cultural fit – especially in a competitive climate.

If you’re planning to hire , whether it’s a maternity cover, a full-time addition, or a short-term project role, we’re here to support you with up-to-date market knowledge, pre-vetted talent, and flexible recruitment solutions across the North West.

📞 Ready to talk?

Get in touch to discuss current availability or salary benchmarking for a specific role. 01516015288. 

CANDIDATE SPOTLIGHT

Operational Manager  – Wrexham – £35-40k

  •       Team Leadership & Management
  •       Sales & Customer Service Expert
  •       Client Retention & Service Improvement
  •       Account Strategy & Revenue Growth
  •       Team Building, Leadership Development
  •       Data Driven Insights

To hear more about our candidate contact Claire on  0151 601 5288 or email claire@jfrecruitment.co.uk

Last Three Vacancies Filled

  • Senior HR Advisor – Liverpool – £52k
  • Office Manager – Wirral – £35k
  • Service Operative – Wirral – £14.00p/hr.

Just for LOLS

Jobs of the Future (That Might Exist Sooner Than You Think…)

Emoji Translator
Because 😂 means different things in Tokyo and Toronto

🌱 Fun Fact
There’s a species of jellyfish that can live forever.
It resets its life cycle when under stress

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The Exit Interview

🧭 The Strategic Power of Exit Interviews

Insightful exits = smarter hires.

When someone leaves your business, they take with them experiences, opinions, and feedback that if captured properly can help you:
• Hire better replacements
• Improve onboarding
• Fix management or culture issues
• Prevent future turnover

❓ Exit Interviews: The Right Questions Matter

A quick “why are you leaving?” isn’t enough. To truly learn, you need thoughtful, open-ended questions like:

  • What initially attracted you to this role—and did it meet your expectations?
  • What do you think we could have done better to support your development or wellbeing?
  • How would you describe the company culture to someone new?
  • What advice would you give to the person taking over your role?
  • Was there a specific moment or factor that influenced your decision to leave?

Answers to these can uncover hidden issues, recurring themes, and missed opportunities.

🎯 Link Exit Insights to Recruitment Strategy

When you consistently review exit interview data, patterns emerge, and that’s recruitment gold.
You can use it to:
• Rewrite job descriptions to better reflect reality
• Improve onboarding where people felt underprepared
• Coach managers or tweak team dynamics
• Refine your employer brand to attract better-fit candidates

💼 How We Can Help

At JF Recruitment, we don’t just help you fill roles, we help you understand why they need filling.

Our Strategic Recruitment Consulting includes:
• Complete your exit interview (often people feel more comfortable speaking to an external person)

  • Reviewing exit interview feedback
  • Aligning it with future recruitment goals
  • Helping you build a proactive talent management plan
  • Replacing departing staff with smarter, faster hires

📊 Why It Matters

📉 70% of leavers say they’d consider staying if changes were made earlier
📈 Companies who act on exit feedback reduce future turnover by 30%
💸 Saving even one bad hire can mean £20,000+ back in your budget

📞 Ready to Rethink Talent Strategy?

If recruitment still feels reactive, exit interviews might be your secret weapon.
Let’s talk about how we can help you turn farewells into forward motion.

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Exciting News!! Award Nomination – Help us Win!

Super excited to announce we’re been shortlisted for not one category but two in this years Liverpool Chamber Innovation in Business Awards 2024.

I’d love if you could spare a minute to vote for us – https://lnkd.in/eVbdN-7h

Our categories are Talent Development and Business of the Year Under 30 Employees.

These awards mean so much as 25% of the result is public vote, so your vote for us really matters.

Thank you so much!

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Optimise Your Onboarding Strategy

Ways to improve and optimise your onboarding strategy

To ensure new employees fully immerse themselves into your business culture, and engage with their new role, it is important to provide a seamless and friendly onboarding process. By taking these recommended steps, you can ensure that things move efficiently, from the job offer stage to induction.

1. Keep in touch

To ensure your candidate is receiving the right support, keep in touch. Let them know you are happy to help them with any queries, or support with notice periods or counter offers. We often suggest that you give the candidate a call within 48 hours to inform them of how happy you are that they are coming on board, and perhaps offer for them to visit the office beforehand to meet the team. This will help them transition fluidly to become an engaged part of your team.

2. Send the offer letter

The best way to secure the candidates commitment early on, and engage them straight away, is to not delay in sending the offer letter. Our advice is always to email the candidate on the day the offer is made outlining confirmation of the offer. Let them know that a written offer is on the way, either via post, email or both. Ensure that this is with them as soon as possible.

3. Induction and Introduction

On the first day of employment, give a tour of the office or building so that the new employee can feel at ease and become familiar with their workspace. If they are working remotely, set up a team video call to welcome them, perhaps including a short ‘get to know you’ session. Ensure the employee has access to thorough training, whether this is a formal induction, a video, or one to one mentoring. Depending on the role they have been hired for, decide when their duties officially begin, and have someone available to them to answer any questions they might have, and if possible, offer some one-to-one mentoring.

It is estimated that 60% of UK workers experience imposter syndrome connected to their work accomplishments. This can often be triggered by a new role, or increased responsibility at work, which is why it is key to implement a successful onboarding strategy. By practising the methods shown above, not only are candidates more likely to engage and flourish in their new role, but also reduce feelings of inadequacy and self-doubt. Some other methods to help combat feelings of imposter syndrome include:

  • Recognising you are experiencing imposter syndrome is the first step to combating it. Identify your unhealthy thinking patterns, and use cognitive behavioural therapy methods to challenge negative thoughts.
  • Asking for support when you need it is a sign of strength,not weakness. Struggling in silence can be very isolating in the workplace, so be sure to speak out to avoid a build up of work and worry.
  • Try to refrain from negative self-talk, instead regarding learning experiences as growth instead of shortfall.

In addition to recognising feelings of self-doubt within yourself, there are also steps you can take as an employer to become more aware:

  • If you can, encourage a healthy work/life balance for employees. By creating a safe and nurturing work environment, colleagues will feel more comfortable opening up about vulnerabilities, and maintaining a healthy balance will reduce risks of employees overworking and burning out.
  • By adopting mentoring and coaching practices, you can help those new to the workforce to feel supported by more experienced colleagues.
  • By keeping an eye on new colleagues who seem to be struggling, you can combat the early signs of imposter syndrome. Look for warning signs, such as withdrawal from team interactions, in order to support and address the issue.

CANDIDATE SPOTLIGHT

HR Lead- Chester/North Wales- £75-80K

  • Employee Relations

  • Training, Performance Management

  • E-Support/ Wellbeing

  • Policy Creation and Management

  • Recruitment and Onboarding

  • Talent Management

  • Tribunals

Top 3 Vacancies Filled This Month

  • Business Development/ Account Manager – Wirral – £35k

  • HR Advisor – Chester – £32k

  • Office Manager/ Secretary – Wirral – £38k

Just for LOLS

Jobs we’re glad aren’t a thing anymore…

Hacker

We wish we could tell you that hackers (computer hackers, that is!) no longer exist, but unfortunately, these working men were more handy with trees than HPs. Hackers were known as woodcutters, and were axed, yet again, due to technological advancements.

Fun Fact

Someone who suffers from “anatidaephobia” believes that somewhere, somehow a duck or goose is constantly watching them

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Employment Law changes in April

While it’s important to consider all the things you need to do to make you an attractive employer to the right candidates, the first thing you need to do is to make sure you are compliant with the law. 

With the upcoming changes to employment law coming in April 2024, we thought we’d take a look at what’s changing and how it could affect you. 

Changes to flexible working requests

We’ve spoken in the past about how important flexible working has become to candidates and the need to review your flexible working policies. 

Now is the time to make sure you have those policies in place and your management are up to date and trained on how to handle requests in line with the regulations. 

A good flexible working policy means you are better able to attract great candidates, and without one, you might just find yourself on the wrong side of new legislation. The changes being made mean employees can request flexible working from day one and can make 2 requests a year. They don’t need to make a business case for it, and you must respond within 2 months. You also need to consult with them before rejecting requests. 

Changes to paternity leave entitlements

Making sure that dads can take time out when there’s a new addition to their family is really important. You’ll probably have a great paternity leave policy in place already, but you’ll need to be aware of the changes that have come into place recently.

From April 2024, paternity leave can be taken as two consecutive weeks or two separate blocks of one week to be taken within 52 weeks from birth (or placement for adoption). 

The notice of entitlement should be given on or before the 15th week before expected week of birth.

Four weeks’ notice will be required to take each period of leave (except cases of domestic adoption where notice is seven days). Employees may give 28 days’ notice to vary the date of their planned leave if desired. Paternity leave pay has also increased from £172.48 to £184.03 

More protection against redundancy during pregnancy, maternity, adoption, and shared parental leave

Another of your policies that you’ll need to revisit is redundancy. Pregnant employees and those returning from maternity, adoption, and shared parental leave will now have extra protections against redundancy. The redundancy protection period is extended until 18 months after the birth of a child for employees returning from family-friendly leave.

New carer’s leave entitlement

You may also need to update your current time off work policy, or create a separate carer’s leave policy. Employees will have this right from day one and take up to one week of unpaid leave per year.

Employees can take their full entitlement of a week in one go, or at different periods as long as they take at least half their working day each time.

Employees can use this leave to care for a dependent that needs long-term care.

Long-term care needs are defined as an illness or injury that lasts longer than three months, has a disability covered in the Equality Act 2010, or due to old age. In some circumstances, you may be able to postpone a period of carer’s leave.

Changes to holiday calculations

Another area of employment law to be updated are laws on how to calculate holiday entitlement, while pay for irregular hours workers and part-year staff is also changing.

The new rules only apply from the start of the first new leave year on or after 1 April 2024.

There are two methods available: the default method or rolled up holiday method.

If you have a leave year running from January to December, the new rules will apply from January 2025.

If these new rules are different to what you already have in place, this will be a change to your employee’s terms and conditions and their contract of employment.

Increase to the National Living Wage and statutory payments

The threshold for National Living Wage will be lowered to include 21-year-olds.

The new National Living Wage rate will be £11.44 per hour; £8.60 for those aged 18 – 20; £6.40 for those over school age but not yet 18, and apprentice rate.

Payments for Statutory Sick Pay will increase from £109.40 to £116.75 per week from 6 April 2024.

Payments for Statutory Maternity Pay, Statutory Paternity Pay, Statutory Shared Parental Pay, Statutory Adoption Pay, and Statutory Bereavement Pay all increase from £172.48
to £184.03 per week from 7 April 2024.

Don’t worry

We know this is all a lot to take in. With so many policy changes happening at once, it’s worth reminding you that we’re always here to help when you need us, and we work with some excellent HR companies who can help you to navigate the new legislation. Get in touch for more information.

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JFR March Newsletter – The Flow of the Gen-Z Workforce

This month, we’re taking a look at the rise of more transient career paths amongst Gen Z candidates and how we can embrace the change.

The Flow of the Gen-Z Workforce

The notion of a lifelong career in a single field is fading, with the rise of Gen-Z (people born between 1997–2012) workers who fully expect to change careers multiple times.

According to recent studies, Gen-Z workers expect to change careers three times more than any previous generation. This shift reflects a generation not driven purely by financial gain but also a desire for improved work-life balance, and a longing to work for companies that resonate with their personal values.

Many professionals agree that leveraging transferable skills from previous experiences is essential. Whether it’s analytical thinking, effective communication, or project management skills, these abilities can often be applied across various industries.

By leveraging transferable skills, individuals can navigate the path to a rewarding and fulfilling career journey and companies need to take this into consideration when it comes to recruitment and retention.

So should you embrace a more flexible and open recruitment process? Happy to have transient talent working with you and therefore look to improve how you allow talent to flow into and out of your workforce? Or should you be looking to elevate your brand, making your company an enticing prospect where people come to enjoy a long and illustrious career?

Whichever you think is the right position to take, creating a desirable working environment that stands for growth and having a solid company brand identity will attract the best candidates.

If you’d like to discuss how to improve your talent planning and recruitment process to keep in line with current trends, get in touch…

CANDIDATE SPOTLIGHT

Customer Service Administrator – Wirral – £25k

  • Appointment setting, diary management and arranging appointments
  • Liaising with high net worth clients via telephone, email and face to face
  • Managing own workload of clients
  • Working to KPIs and deadlines
  • Strong Admin background with a vast amount of sales, customer service and account management/client liaison

Just for LOLS

Jobs we’re glad aren’t a thing any more… 

Slubber Doffers

Usually children working in the textile industry who spent long days removing the empty bobbins from looms after the rovings (slubbings) had been removed.

Fun Fact

A chicken once lived for 18 months without its head.

When you’re short-staffed you may feel like you’re running around like a chicken with its head cut off! Don’t wait 18 months, get in touch to recruit and fill that position, fast!

 

 

 

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Let us help you future proof your business

2024 brings more change, so here’s our top tips:

Invest in workforce skills

The skills gap is all too real and hitting hard as the next stage of retirees prepare to exit the workplace.

That’s why hiring on soft skills and investing in development will become critical throughout the business world. More and more of our candidates are considering progression and development opportunities when exploring the job market so businesses with real plans in place for their people are more likely to stand out.

Create a more diverse workplace

Some of our clients have had success putting diversity groups in place within their workplace.

Others are adopting more open work practices, to encourage both new starters and long-term staff to be more open about their disabilities or neurodivergence.

They create a safe space for people to share experiences, educate each other and foster a more inclusive workplace.

If this is something you’d like more information about, get in touch and we can recommend a few experts in this field.

Ensure your brand gives the right message

With talent planning and candidate attraction, it’s not just about the business brand on a surface level, but also the social and ecological impact your business and culture have on the world that candidates are looking at.

Just as employers become more savvy about hiring decisions by exploring social media and the footprint candidates are making, the candidates are doing exactly the same when it comes to your business.

Consider your brand message on your website, client/customer reviews, Google reviews, and news articles that might impact their decision when accepting a job offer.

If you want to talk more about talent planning and recruitment, get in touch…

TEAM NEWS

Alongside the Paul Lavelle Foundation who has been one of our chosen charities for a few years now, this year we will be supporting Open Door Charity.

Open Door Charity is one of Merseyside’s most progressive and dynamic independent charities.

Open Door exists to help improve the lives of young people in Wirral and across Merseyside by providing them with the tools and techniques they need to become and stay mentally well.

Open Door offers a range of programmes at their home, Bloom Building, a bright and colourful space that nurtures authenticity, inclusion and wellness.

Last year, Open Door supported hundreds of individuals through their portfolio of programmes with support that is fast, free and effective.

Bazaar, an 8 week CBT (cognitive behaviour therapy) mindfulness and meditation based offer that looks to positively disrupt negative thoughts and behaviours in individuals.

Colours, a 4 week introductory stress and anxiety management programme for groups and individuals.

Mysa, an informal and creativity based support session for anyone aged 18+ living with an eating disorder or distorted eating.

OOMMOO, a mental health and wellbeing offer for Children Looked After in Wirral.

Open Door empowers their community to improve their lives using creativity, music, art and human connection as a catalyst for meaningful and lasting change.

If you want to talk more about how we can help future proof your business in 2024, get in touch

CANDIDATE SPOTLIGHT

Marketing Assistants – Liverpool & Chester – circa £25k

We’ve recently recruited for a Marketing Assistant and have two great candidates we are looking for homes for.

  • Degree level educated
  • B2B and B2C backgrounds
  • Scheduling and creating social media content
  • Email marketing
  • Events planning and coordination
  • SEO/Google Ads

Just for LOLS

Jobs we’re glad aren’t a thing any more…   

Human-Computer

Long before laptops and PCs, people were employed as computers. These jobs were often held by women who worked in teams to figure out lengthy mathematical calculations. Human computers solved problems ranging from astronomy to trigonometry, but as to be expected, these jobs have been replaced by the computers we use today

Fun Fact
Did you know a cloud weighs around a million tonnes? A typical cloud has a volume of around 1km3 and a density of around 1.003kg per m3 – about 0.4 per cent lower than that of the surrounding air, which is why they float.

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JFR January Newsletter

Welcome to the JFR newsletter, where we share important updates, keep you informed about relevant industry news, and share our thoughts on the most important issues in recruitment. If you feel this may be of interest to others, please do feel free to forward it on.

This month, we’re taking a look at what we think will be the big recruitment trends in 2024

Predictions for recruitment trends in 2024

As we start a new year, we thought we’d take a look at what we expect to be making waves in recruitment in 2024 and our recommendations for you to get ahead of the curve.

Proper Talent Planning rather than reactive recruitment needs to be the norm…

Reactive recruitment has been the norm for many years, but we see 2024 as being the year we all get proactive with proper talent planning.

Reactive recruitment (aka passive recruitment) is initiated once a request for a new member of staff is made internally, which makes it a bit of a rushed process to get the right candidates vetted, interviewed and in role.

Unfortunately, reactive recruiting is very time-consuming!

If you have proper talent planning in place you’ll have discussed your business’s current, short and long term plans so you can start the process earlier and have people in place as the business demands.

Research shows that last year 76% of candidates researched the employer brand before they applied, so we know the best candidates are looking for opportunities to grow and contribute to a company’s success.

The way you recruit says a lot about your company dynamics and if your policies are proactive it paints you in a better light.

EDI (Equality, Diversity and Inclusion) is becoming more prominent and policies need to include your recruitment process.

This year, how businesses attract candidates is going to change – this is where our advice and knowledge of the market can truly make a difference as we lean into your company culture, your team, your benefits package and both personal and professional opportunities within your business.

Get in touch with us to help.

TEAM NEWS!

Congrats to Faye & Jami who got married at Inglewood Manor on New Year’s Eve!

CANDIDATE SPOTLIGHT!

Customer Service Administrator – Wirral – £25k 
Available Immediately

  • Strong Customer Service and Support Admin
  • Handling customer queries and complaints via telephone and email
  • Experience working within FCA-regulated industry
  • Data Entry, managing internal databases and spreadsheets
  • Working to targets and KPIs

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Tosher- During the Victorian era in London, toshers broke into the city’s sewage system and searched for pieces of bones, metal scraps, coins or valuable items.
Fun Fact

With the movie “Mean Girls” turning 20 this year, and a new version being released, this month’s fun fact is Amy Poehler was only seven years older than Rachel McAdams when she took on the role of “cool mom” in Mean Girls.

Rachel was 25 as Regina George – Amy was 32 as her mum.

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JFR – Our November Newsletter

Welcome to the JFR newsletter, where we share important updates, keep you informed about relevant industry news, and share our thoughts on the most important issues in recruitment. This month, we’re looking at the candidate experience and how your branding can affect it.

What Does Your Branding Say To Candidates?

In recent newsletters, we’ve discussed candidate onboarding to help you retain your newly appointed recruits. We’ve also discussed flexibility in the workplace, be that in benefits packages or flexible working options to help you attract the right talent and get the right cultural fit.

However, recruitment and the candidate experience starts long before the role is advertised.

It’s important to consider your brand, both as a business and an employer.

It’s been proven that stronger brands have a bigger pool of candidates to choose from.

So it’s worth taking some time to consider.

What does your brand say to the world?

What are candidates finding when they research your business?

Here’s our list of the top things candidates are looking for:

Customer satisfaction – no one wants to work for a business that doesn’t look after its customers – especially if they will be working as part of that journey (sales, account managers or customer service). If you can’t be bothered looking after your customers, how are you going to treat your staff?

Communication with the public – If your business receives negative reviews online – make sure they get a professional, positive response. So many businesses fall into the trap of having arguments on review sites, and it’s not a good look. Remember, this includes social media too. Make sure you are engaging with your followers, even if it’s just an emoji reply.

Consistency – your brand should be consistent across all platforms, from your company website to social media profiles. Candidate alarm bells sound when a company hasn’t invested in a website, or can’t be found on social media

Highlight Benefits and Business Culture through content creation and invest in video – most businesses consider their clients when creating content for social media, blogs and their website, but don’t forget candidates will be looking at these areas too. Show your company values and have clear mission statements.

There’s some fantastic ways in which you can highlight your business culture online. If you need advice with this, get in touch. We can recommend companies to work with that get great results in this area.

Diversity and Inclusion – if you haven’t got policies and culture in place that can promote a welcoming and inclusive workplace, you’re missing a trick.
Testimonials- Candidates will utilise sites like Glassdoor to check your business’s reputation with employees. If existing and previous employees are happy, chances are they will be too.

Get in touch with us to discuss how we can assist with all of the above and help you attract the very best candidates to your business.

Speaking of which…

CANDIDATE SPOTLIGHT

We usually highlight a star candidate but this month I’d like to draw your attention to an area we recruit for as we have four or five fabulous HR candidates currently at all levels.

  • Recruitment & Onboarding Administrator
  • HR Advisors from generalist backgrounds
  • HRIS & Data Professional
  • HR Manager with a great generalist background
  • Head of HR/HR Director
  • All of our candidates are CIPD qualified, from Level 3 to Level 7.

Whether you are adding to a department, or your business is growing, and you need a dedicated HR professional, give us a call to discuss.

TRENDING NEWS

  • British Steel confirms plans to revive steel production on Teesside
  • Can AI cut humans out of contract negotiations?
  • M&S revamp pays off with profit boost from food sales
  • Families are expected to leave it late to buy Christmas gifts this year
  • Fashion firm Boohoo breaks promises on ethical overhaul

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Herb Strewer- The 1600s weren’t known for being the most hygienic times in history. The herb strewers job was to spread herbs and flowers throughout royal family residences to mask the stench. Plants like basil, lavender, chamomile, and roses were regularly used by herb strewers.

Fun Fact – Parkinson’s Law states “Work expands so as to fill the time available for its completion.” Hands up if you’ve experienced this phenomenon.

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Recruit to Retain – Our September Newsletter

Welcome to our September Newsletter, where we’re examining how your recruitment process impacts your staff retention rates. Keep reading for practical tips on how to take a fresh approach to staff retention by getting it right from the outset.

Recruit to Retain

The staff retention crisis seems to be a topic that we are highlighting every few months now. Well, it’s back in the headlines, so it’s time we revisit the topic as we’ve got some solutions that can help you tackle this challenge head on.

If you’re trying to improve your staff retention, it’s time to think about your recruitment process.

Top Five Reasons People Leave Their Jobs

Poor Management: 
Employees often mention poor management as the major reason they leave a job. Effective leadership and support are essential to employee satisfaction and therefore, retention.

Role not as described:
When the job doesn’t match the initial description that drew the person to apply, or if the job is changed significantly post-hire it can lead to dissatisfaction and resignations.

Lack of progression or development opportunities:
Most employees seek growth and development in their career. If these opportunities aren’t offered they are more likely to look elsewhere.

Desire for remote/hybrid or office based working (Choice Matters):
The Pandemic and resulting lockdowns proved that remote working can really be successful and reshaped many working practices. Many employees prefer the flexibility of remote and hybrid working arrangements while others prefer the office environment. Offering a choice can be key in retaining employees.

Cost of living:
Rising living expenses put financial pressure on employees. Companies that address concerns through competitive benefits packages can retain employees more effectively

How can we solve these issues?

There’s a few ways you can solve these things, and don’t worry they’re all pretty easy.

Be Transparent

Make sure your job descriptions make sense. Make sure they set out what your expectations are and are written in an understandable way.
If they’re not, you’ll find you lose staff within the first few weeks.

Hire for cultural fit

Showcase your company culture, mission and vision through your website, advertisements and social media.
More and more people are leaving because the culture isn’t what was promised during the interview stage.
Be authentic!
You’ll attract the right people, and they’ll stay!

Effective onboarding, induction and training

The first few months are critical to engagement and retention.
Ensure a consistent, seamless transition for new hires.

By addressing these key reasons for employees leaving, and by putting these simple retention strategies in place you can create a workplace where your team feels valued, supported and fulfilled.

Happy employees stick around, which in turn leads to a happy, stable and productive workplace.

Our most successful clients in terms of talent attraction at the moment offer flexible and agile working, invest in their team’s development, offer opportunities and speak to us regularly about how to attract and retain the right talent.

It might seem like there’s no magic formula out there right now to attract talent, but there is!

It’s all about having the right processes, and structure backend to allow your management to make decisions on where/when and how their teams will perform best. Not having a one size fits all approach.

TEAM NEWS

This month we’ve all been busy upskilling, with topics such as AI talent attraction and Chat GPT and email marketing. We like to keep ourselves on top of all the latest trends to get the best candidates for your job vacancies.

With wedding bells about to chime in December, our Faye is busy planning her wedding. We can’t wait, just enough time to find the perfect outfit

TRENDING NEWS

  • Roblox laid off 30 staff in the hiring team. The layoffs come following a period of dramatic growth for the game, which now commands 250 million monthly active users – more than Fortnite and Minecraft combined.
  • Recruitment activity across the UK fell during August. Permanent placements fell at a rapid pace that was the sharpest in over three years, while temp billings slipped into decline for the first time since July 2020
  • Sick days at work hit highest level for 10 years – remember we offer temp recruitment if you need it
  • Gatwick cancels flights due to sickness and Covid.

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Leech Collector – A leech collector was responsible for retrieving the blood-sucking creatures from their natural habitat for doctors to use. Individuals with this job often used their own legs to lure leeches from creeks and rivers. That job really sucked.

Fun Fact – A Shrimp’s heart is in its head