Innovate’s Post

Over the next 5 years under Labour, what are their headline new job creation goals? -650,000 new jobs in the renewable's sector. -360,000 building and supply chain jobs. -6,500 extra teachers in state schools. With over a million new jobs in these three areas alone in their manifesto and already a talent shortage, what impact could this have on the UK job market? Likely impact could be: -Diverting skills from other growth sectors creating increased competition -Fuelling further labour shortages in regional and national sectors -Driving wage inflation to keep and attract the required talent -Increases in talent movement from company to company. Currently 22% of employees are looking to change jobs and this could rise with the attraction of higher salaries, especially off the backdrop of high inflation which is continuing to erode employees income. If you are looking to position your company as an attractive destination for top talent and stay ahead, contact us today to see how we can help.

90% of employers hire for culture fit as part of their recruitment process. BUT HOW IMPORTANT IS IT TO HIRE FOR CULTURAL FIT? Culture fit is practically in every hiring strategy across the entire labour market. We know that culture matters to companies and it’s made up in their leadership styles, their values and tangible artefacts like their buildings, logo’s, traditions and technology for example. Culture fit as a hiring assessment is used to the extent of the employee’s values matching the company’s values. Some of the benefits of hiring for culture fit are: ·       Greater job satisfaction ·       Higher company citizenship behaviours ·       Less likely to leave ·       Better employee performance   However, hiring for cultural fit can also be dangerous because: ·       It keeps the company status quo, are you missing out on valuable skills, knowledge and expertise? ·       What about hiring for diversity? Hiring for culture fit is littered with bias’s the worst one is similarity bias. ·       Is the current culture what you actually need to move the company forward? The key to taking advantage of culture fit and at the same time avoiding the pitfalls, are identifying the gaps in your culture in terms of where the company is and where it wants to be. The opportunity here is hiring for shifting company needs, increases the diversity of candidates entering its workforce. A second area is ditching the culture fit interview questions to steer clear of similarity bias and instead use psychometric testing. Thirdly, break down core workplace values that matter for all roles and those that may be more specific to certain roles. If you want to hire employees in line with the direction your company wants to move, Innovate is here to help, contact us today.  #Hiring #Diversity #Recruiting #TalentShortage

The UK population is predicted to hit 70 million next year, a decade earlier than previously thought. SO WHY IS THERE A TALENT SHORTAGE? 11 million of the working age (16-64) are not working. Around 1.5 million are unemployed and the other 9.4 million are deemed to be not looking for work. This inactive part of the population has grown by a whopping 9.6% since pre-covid. At the pension age, the population numbers are growing at a faster rate than below that age. By 2037, 1 in 5 people are projected to be of pension age, removing even more talent from the Uk workforce. In summary the population is growing but the active workers in the UK are shrinking. And as the number of pension age people increases and potentially retires, say farewell to all that knowledge and experience. How will HR functions address this serious talent shortage challenge?   Ultimately companies are going to have to get better at remaining competitive, they must now consider a wide variety of factors to manage a multi-generational workforce, including: ·        creating effective succession plans ·        implementing new training processes ·        developing a culture that appeals to a highly skilled older workforce ·        Tackle negative age bias if present ·        Adjust working arrangements and policies ·        Using niche specialist consultant firms to source talent The silver tsunami is coming, companies need to act now if they haven’t already. With the ever-increasing shortage of talent in the engineering and technology space, don’t worry Innovate is here to help. Contact us today to see how we can assist you.

Are vacant positions holding your company back? With the average time to hire getting slower each year, what can you do to combat it? Here are 8 areas to check against your process, are there any improvement opportunities? WRITE ACCURATE JOB DESCRIPTIONS. Creating job descriptions that accurately reflect the role and requirements is key to attracting the right candidates. Detailed descriptions of daily duties help attract qualified candidates and streamline the screening process BE SPECIFIC ABOUT JOB PERKS AND THE HIRING PROCESS. Clarity about job benefits is crucial. Beyond what is expected from candidates, outline the perks: e.g. enhanced paternity leave, health benefits, extended holiday allowances, or volunteering days. Being clear about benefits can make the new role stand out from the crowd. HIGHLIGHT WORKING ARRANGEMENTS. Be clear about working arrangements. Whether your company offers flexible hours, hybrid working, or remote options, specify expectations. Detailed working arrangements attract suitable candidates that may drop out at later stages. APPLICANT TRACKING SYSTEM (ATS). Speed up your hiring process with a robust Applicant Tracking System (ATS). An ATS tracks the candidate's journey from application to job offer acceptance in a centralized system, giving you clear visibility to monitor and improve. IMPROVE CROSS-TEAM COLLABORATION. Efficiently fill job openings by fostering cross-department collaboration. Agile recruitment processes encourage teamwork between HR, hiring managers, other departments, and recruitment partners. Streamlining communication and decision-making reduces the overall time to hire, saving time and money. SIMPLIFY THE CANDIDATE SCREENING AND INTERVIEW PROCESS. Re-evaluate your hiring process to ensure it's not too long or complicated. Mapping out the process can identify bottlenecks and ensure everyone knows their role in the timeline, making the process smoother and faster. KEEP CANDIDATES WELL-INFORMED AND ENGAGED. Maintain timely communication with candidates throughout the hiring process. Keeping candidates informed and engaged builds trust and prevents re-work from top talent losing interest and leaving the process. NEGOTIATE EFFECTIVELY. Once you find the ideal candidate, act quickly to negotiate and finalise the offer. Delays in extending and negotiating offers can lead to candidates accepting other opportunities. If you are looking to reduce your time-to-hire and position your company as an attractive destination for top talent contact us today to see how we can help.

Fishing in a small pond could be damaging your business.... Did you know that active job seekers make up a mere 30% of your talent pool, is this the size of the pond you are fishing in? Even more concerning, the 30% is generally made up of lower quality talent too. As a UK employer, you're probably frustrated by the lack of sufficient applicants, long vacancy periods, and the resulting strain on your team and objectives. Many companies rely on in-house recruiting or generalist recruitment firms, focusing on job boards and job adds that capture only the active 30% of candidates, competing over the same limited talent pool. BUT THERE IS A SOLUTION: the other 70% of talent, the passive candidates. They aren't actively looking for new opportunities but might be open to the right one with the correct approach. Why not expand your reach and tap into the 70% of passive candidates who can add real value to your company? Choose a specialist recruitment partner with deep market knowledge, extensive networks, and the expertise to engage top-tier passive talent. This approach not only provides access to better candidates but also reduces competition and speeds up the hiring process. If you're seeking engineering and technology talent and want to outpace the competition, Innovate is here to help. Contact us today to transform your hiring strategy and secure the best talent! #hiring #Vacancies #Engineering

📉 UK Inflation Rates Fall to 2.3%: The Lowest in Almost 3 Years! But what were the three main factors that caused inflation in the first place? These economic shocks together created the perfect storm: 1️⃣ Covid-19 Pandemic: Initially, the pandemic caused a severe shortage of products and services, soon followed by a surge in demand, pushing prices up. 2️⃣ Russia’s Invasion of Ukraine: This conflict had a substantial impact on energy and food prices, further driving inflation. 3️⃣ Workforce Shortage in the UK: Post-pandemic, thousands left the workforce, increasing hiring costs. Higher labour costs led many businesses to raise their prices. In the face of a talent shortage in the engineering and technology sectors, Innovate is your trusted partner. Reach out to us today to discover tailored solutions for your hiring needs and drive your business forward! #Economy #Inflation #TalentShortage #Engineering #Technology #Innovate

Happy Easter 🐰 We started the Easter bank holiday with a chocolate treat after an amazing end to Q1 🎉 Our consultants have put in some incredible work and provided outstanding service to our clients and candidates in this first quarter, just in time to wind down and enjoy the bank holiday! Just one question - Cadbury or Galaxy? 🍫 #Easterbankholiday #recruitment #hardworkpaysoff