Perks & pay: for employees earning less than £30K.

What’s more important, perks or pay for employees earning less than £30,000 a year? 

If you keep your eye on the jobs news, you’ll spot a common theme. Researchers always want to know more about your working values and how these compare to each other. The perennial question tends to include ‘what matters more to you, your salary or your…!’ (As a case in point, we recently reported on the topic of company culture versus salary level.)

Today’s source specifically explores the parity of the work benefits package and salary for the ‘under £30,000 workforce’.

Perks or pay?

In this instance, the title suggests that they’re ‘just as important’ as each other – and many of the employees surveyed place more weight on other work-life benefits.

  • 45% of respondents are happier when offered learning and development opportunities
  • 36% value flexible working hours, including ‘leniency in start times and/or breaks’
  • 26% already enjoy non-typical work schedules
  • ‘Frequency of pay’ is briefly mentioned as an additional motivator
  • Candidates are also eager to source jobs local to home (27%)

The income issue:

This sample explores the ‘Hidden Heroes’ workforce: those who earn an average salary of £16,403. This comprises employees in multiple sectors and across a variety of working ages.

So, from the above findings, you may think this group just isn’t as reliant on their income. However, many of the respondents express financial concerns.

  • Over 1/3 are ‘unsure or worried’ about covering their general bills
  • While 72% do not think they’d be able to fund ‘a large unexpected’ payment
  • Alongside this, 54% of this employee group report feeling ‘underpaid’
  • Millennials most often relate to feeling ‘overqualified’ (45%) for their roles
  • And the hospitality and catering industries contain the greatest number of workers who feel overqualified (54%)

What this tells us…

Employers looking to attract candidates for openings of this salary level would be smart to explore their wider benefits packages. What else could be offered to motivate and incentivise employees? Small changes could prove invaluable to professionals.

Naturally, extending benefit schemes across the entire workforce helps companies to maintain a competitive advantage.

For further recruitment advice, please call the office on 01225 313130. 



Sustainability + staff retention

A focus on sustainability could increase employee retention rates for younger professionals…

Thankfully, topics such as recycling, sustainability, and climate are now well and truly in mainstream discussion. The public has voted the environment as the ‘third most pressing issue facing the nation‘ in a recent YouGov poll.

Brexit and health top the list. However, those in the 18 to 24-year-old age group actually place the environment as second behind Brexit (almost 1/2 of this group prioritise environmental concerns, versus 27% of the population as a whole).

So it’s not surprising to hear that younger professionals would like to see a greater environmental focus at work.

Exploring core priorities:

The article also explores a number of priorities regarding the work setting itself.

Ideas for individuals, employers and managers wanting to do more to support sustainability… 

  • Cultivating Capital has a list of 25 tips to help create a greener workplace. While an American post, it houses multiple ideas that could easily be adopted in the UK. Why not be the person that suggests some of these strategies in your business? Not only would this offer clear company benefits, yet it’s the sort of personal achievement that shines on your CV.
  • Business owners will also want to read all about the ‘environmental taxes, reliefs and schemes for businesses’ available via the gov.uk website.
  • For further inspiration, articles from the likes of the Telegraph and Forbes detail how some companies are achieving excellent environmental progress.
  • If your existing employer isn’t open to green initiatives, there may be another company that more closely fits your values. Don’t forget you can always ask more about an employer’s sustainability efforts and objectives during the recruitment process.

To explore openings in Bath and the surrounding area, please visit our jobs page. You will have the opportunity to ask more about recruiting companies if your CV is selected for possible submission. This is just one of the many benefits of working with an accredited recruitment agency



Working with Gen Z

This year, Gen Z employees are expected to outnumber their millennial peers in the workplace…

Generation Z refers to the population born from about 1996 onwards and it’s a group also referred to as the ‘post-millennials’.

Gen Z differs from other employee groups in a number of ways. Let’s review some of the key findings:

Gen Z: career predictions

Source: HR News

  • This could be a highly mobile employee group. More than 1/2 (55%) intend to hold their first professional role for less than 2 years.
  • Staff retention tools could make all the difference to Gen Z workers. In fact, more than 70% of employees would remain in their job for up to 5 years if certain benefits were in place.
  • The most popular benefits include training and mentorship opportunities (76%), flexible working options (63%), and the potential for home working (48%). Although, they may not always want to use the latter. We’ll return to this topic shortly!
  • Prospective employees also want to see more job details provided up-front in job descriptions (68%).

Gen Z: ‘dropping out’ of the recruitment process

Source: Recruiting Times

  • 18% of this staff group are currently ‘dropping out’ of existing recruitment processes.
  • Gen Z employees crave a more ‘personal connection’ with their employers. And a lack of this may prove a barrier to their job application and acceptance decisions.
  • New technologies may attract and engage these candidates throughout the recruitment process. This could include everything from interview tools to digital exercises and even online mentoring schemes.
  • Efforts towards meaningful engagement can help improve the candidate experience. Any negative insights could also be publicised via digital platforms.

Gen Z: politically and socially aware

Source: Independent

  • Generation Z’s business perceptions are highly influenced by recent ‘social, technological and geopolitical’ change.
  • Employees are more attracted to companies who prioritise ‘diversity, inclusion and flexibility’.
  • Alongside a focus on tolerance, businesses should resolve any issues surrounding pay levels and workplace culture.

Gen Z: blurred lines

Source: HR News

  • The boundaries between work and play may be fuzzier for post-millennial employees. Many (65%) perceive a ‘fun environment’ to be a core component of a positive workplace culture. Conversely, only 22% of Baby Boomers (workers aged 55 and above) agree.
  • It’s a sociable group and 81% say communal areas are important at work.
  • A mere 8% of workers think they would perform better working from home (whereas the national average is 20%).
  • Many candidates value friendships at work (43% versus 22% of Baby Boomers).

A reminder about age discrimination…

These are fantastic insights for employers looking to attract a diverse workforce. Naturally, this type of data will always be somewhat of a generalisation and it’s important to get to know the specific needs and wants of all prospective employees – something an expert Recruitment Consultant can assist with!

In addition, it’s also vital that businesses remain aware of age discrimination laws. LawDonut has one of the best FAQ guides we’ve seen on this subject.

For further staff attraction advice, please call the office on 01225 313130. Candidates can also search and apply for jobs here