The latest salary news

Sharing four of the latest salary news findings. How many of these ongoing issues can you relate to?

1) The monthly money struggle

Source: onrec

  • The majority of people (64%) are working beyond their contractual hours. Yet more than half of employees (55.1%) are struggling to meet their financial needs at the end of each working month.
  • Respondents are working anywhere from £1,607.08 to £12,045.60 of unpaid overtime each year.
  • Still, most workers (61.8%) are entering their overdrafts before the month is out, while almost 1/3 of respondents (32.2%) are unable to clear their credit card on a monthly basis.
  • In addition, 74.9% of people think they’re currently underpaid for their job role.

2) Working in insecure, low-paid positions

Source: Personnel Today

  • It can’t help matters that 1 in 6 UK employees are undertaking ‘insecure, low-paid’ jobs.
  • This accounts for 5.1 million people; 2 million of which are working parents.
  • Younger workers are most affected. That said, 46% of those working insecure, low-paid roles are over the age of 35.
  • As a result, the Living Wage Foundation has launched a new campaign titled ‘Living Hours’. This calls for organisations to pay the ‘real Living Wage’ as well as committing to advance notice for shift workers, more accurate contracts, and minimum working hours.

3) The over-30s still require financial support

Source: HR News

  • With the above findings in mind, it’s little surprise that many employees aged over 30 are still asking for financial help from their parents.
  • This age group is the most likely to request financial support (45%).
  • 42% of parents also admit to diving into their ‘own savings and disposable income’ to provide support, even though this may affect their own financial security in the future.
  • We’re not talking small sums either. 1 in 5 parents has contributed more than £11,000, with 1 in 10 giving more than £21,000 to fund large purchases, such as cars and homes.
  • The top 10 purchases that are being funded by parents are listed here.

4) The fear of asking for a pay rise

Source: HR News

  • Despite the prevalence of financial concerns, more than 1/2 of employees are afraid to ask for a pay rise.
  • Some people don’t know how to phrase their requests (16%), others don’t want to appear greedy (15%),  or are ‘scared of asking the boss’ (12%) or simply worry they’ll be ‘turned down’ (12%).
  • Although, 37% of people feel so confident in requesting a pay rise that ‘nothing would stop them’ from doing so.

Salary tip: regularly researching local jobs in your sector will help you to gauge whether you’re receiving (and/or paying your team!) a competitive salary. 



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



Beyond 65: why will most people work at this age?

Do you expect to work beyond 65? Why this will be the case for most UK employees…

We now hear that 71% of people are on track to work after the age of 65. Furthermore, 2/5 of employees expect to still be working after they’ve turned 75.

This is according to research conducted by Canada Life Group, which also demonstrates a ‘long-term upwards trend’. In other words, the longer the research goes on, the more people predict they’ll be working in later life.

Why do so many employees think they’ll work beyond 65?

Some, but not all, of the top reasons comprise a clear financial component:

  1. An insufficient pension, requiring the employee to continue to earn an income (32%).
  2. Job enjoyment and an interest in ‘working for as long as possible’ (30%).
  3. No longer feeling able to ‘rely on a state pension/benefits’ (25%);
  4. Having saved for retirement but finding the ‘cost of living so high’ that additional income is required (21%);
  5. For other workplace benefits, such as social interaction (21%).

Considering the external financial factors:

Considering why finances bear such an impact…

  • 71% of respondents attribute this to the ‘rising cost of everyday necessities’
  • 63% say ‘rising inflation’ has chipped away at their savings
  • 62% blame a ‘poor return’ on savings
  • 58% put it down to ‘slow wage growth’
  • While 51% consider Brexit-related ‘economic uncertainty’ to be the cause.

The article includes recommendations for employers. Yet how can individuals benefit from this research?

Looking at reasons 2 and 5…

Let’s focus on the non-financial findings for now. It’s wonderful to hear that almost 1/3 of employees enjoy their job so much that they don’t want to retire. We recently shared the news that older employees report greater workplace wellbeing, so it wouldn’t be surprising if these feelings also increase with age.

What’s more, the social interaction element is also at the core of these findings. Workplace wellness is most affected by relationships with colleagues at every age.

So, perhaps the trick is learning how to get more out of your career over the longer-term. We say ‘career’ as we all know it’s rare to find one role that will take you straight through to retirement.

  1. Everything is pointing to the need to keep improving our transferrable job skills as the world of work rapidly transforms around us. Employers are already experiencing a skills shortage (struggling to find appropriately skilled employees for their existing vacancies), so the more you can do to refresh and update your abilities, the more valuable an employee you’ll be. Both now and in the future.
  2. Find ways to improve your workplace happiness – whether in your current or next role. Returning to the research on workplace wellness, it’s important that you understand your priorities. What makes you feel happiest and healthiest at work might differ from your colleagues and might change over time. It’s not always possible to tick every box, but taking steps towards this could increase your overall career enjoyment.
  3. Tap into local and industry experts. Going it alone in a job search can prove overwhelming; particularly if you know little about the employers recruiting in your field or area. A professional Recruitment Consultant is well-placed to advise on the roles that they’re recruiting for. Building a great long-term relationship with an agency also means that you can return for tailored advice at the next stage of your career.

Ready to find your next role? Take a look at our latest openings and/or upload your CV today



Does your job title matter?

How important is your job title – and should(/can) you change your job title on your CV?

Recruiting Times has recently released a list of some of the newest job titles appearing on business cards. You might already know a people partner, graduate brainbox, or conversion optimisation wrangler, without even realising it.

After all, many of these titles are playful takes on existing roles. With the idea being to help employers attract new team members. Those in favour of title changes see them as part of an increased focus on employees’ skills and strengths. Conversely, those against them perceive the titles as a way of making ‘mundane roles’ sound better than they are; while paying less for people to do them!

Does your job title even matter?

Margaret Neale (a professor at Stanford Graduate School of Business) argues that job titles are a ‘signal both to the outside world and to your colleagues of what level you are within your organisation‘ and should embody part of your benefits package.

It’s something you might discuss and renegotiate in an appraisal context. Though you’ll want to carefully consider the way in which you approach this, as the above-linked post explains.

Think of your CV…

The Balance Careers also agrees that ‘job titles are badges of authority‘ and goes as far as to say that the wrong job title could ‘hinder your pursuit of future career opportunities’. So, it’s very much about obtaining the title that is most appropriate to your skills, experience and role wherever possible.

This all raises a number of additional considerations…

What if your job title doesn’t mean anything to outsiders?

  • Perhaps your title is one that’s exclusively used by your organisation and you’re now looking for a new role.
  • The simplest step is to state your role as it stands, then use two or three words to clarify your position to outsiders. For example, ‘Job Title: People Partner (HR Team)’.

What if your job title doesn’t even reflect your existing role? Or you don’t think it sounds ‘good enough’ to attract a new one?

  • Let’s not forget that embellishing a job title falls under the realm of CV fraud…and that CV fraud is a criminal offence!
  • You always want to make sure that what you state on your CV would be confirmed by your former employer on a reference.
  • Most of the time it would be best to simply state the title and then add further details to clarify the strength of your experience. You could also write a few lines to highlight your expertise in your cover email.
  • However, if your everyday role vastly differs from your title, you could highlight the organisation, team and duration, as per The Balance Careers advice. For example, ‘X Organisation, Finance Team – 3 years’. If you take this approach, tread carefully to ensure that you remain truthful regarding the details of your role. In other words, don’t make it sound as if you’re a finance manager when you’ve only undertaken entry-level responsibilities.
  • What’s more, be prepared to discuss your job title fully with your Recruitment Consultant and any prospective employers.

Ready to look for a new role? You’ll find the latest job vacancies here.



Wellbeing is higher among older employees

There’s some good news ahead, as older employees experience greater workplace wellbeing…

One large-scale study – conducted on more than 10,000 people across 131 countries and over the course of three years! – shows that workplace wellbeing increases ‘progressively’ with age.

It’s the employees in the oldest category (workers aged over 65 years) who represent the greatest levels.

What’s contributing towards this?

Factors such as office culture and the participants’ gender appear to hold minimal influence on these findings.

Conversely, strong workplace relationships highly correlate with wellbeing outcomes. Individual personalities also make a difference.

Employers can benefit from these findings by introducing cross-generational mentorship programmes, according to the study’s authors at Myers-Briggs. It’s additionally argued such an approach could increase engagement and retention levels.

There’s still room for improvement:

Let’s not forget the rest of our workforce. As much as it’s great to hear that we could all grow increasingly happy and well at work over time, who wouldn’t like to feel better now?

Alongside considering introducing and/or participating in mentorship programmes, and building our relationships with our colleagues, we need to look at how else we can improve our wellbeing levels.

These 4 simple workplace wellbeing techniques taken from news reports offer a good starting point.

Returning to the Baby Boomers…

Alternative research finds that 49% of Baby Boomers (those with 1946 to 1965 birth dates) report ‘average to very poor’ work-life balance.

In this case, Gen Z workers (born post-1995) reflect the best levels with 63% selecting ‘good to very good’.

Respondents think flexible working options are the primary route towards increased work-life balance.

So, perhaps even the older employees’ wellbeing levels can receive a further boost through the promotion of such opportunities.

If your lack of job enjoyment is starting to impinge on your sense of workplace wellness, it’s an excellent time to review your options



Job acceptance regret

Have you ever experienced job acceptance regret? This sentiment is growing among professionals…

Our first news finding relates to Gen Z job-seekers (those with birth dates ranging ‘from the mid-1990s to the early 2000s’). However, you’ll see that the problem is far from exclusive to this age group.

New findings reveal that…

  • 40% of Gen Z candidates have experienced job acceptance regret – and would not ‘repeat their decision’ if offered another opportunity.
  • Alongside this, 51% cannot foresee an extensive career with their employer.
  • 1/3 of candidates actually plan to resign from their role within a year.

So what’s causing this regret?

The article doesn’t cite why the respondents have experienced regret. Yet it does call on employers to improve their understanding of this age group. Within this, a number of core employee priorities are discussed:

  • Development opportunities: allowing employees to continually update their skills and feel ‘relevant’ to the changing business landscape.
  • Flexible working opportunities and a healthy work-life balance.
  • Meaningful connections with their managers and teams.

What about other groups & your expectations?

As mentioned, it’s not only Gen Z job-seekers that have felt some level of job acceptance regret. Another study suggests that the failure of a job to meet expectations could be contributing to this issue. 48% of employees of all ages have left a position as a result of this. The disparity between expectations and reality was largely attributed to:

  • Differing job responsibilities (59%)
  • The ‘working environment’ (42%)
  • Working hours/shift patterns (35%)
  • And salary or benefits packages (29%)

Advice for candidates & employers:

It’s great that we have access to this sort of data as it helps us make better decisions, whether we’re looking for jobs or to create our teams.

Candidates: 

  • There’s always going to be the chance that a job differs from your expectations. Yet it’s helpful if you identify some of your hopes and priorities early in your job search.
  • Let your Recruitment Consultant know what matters most to you. Not only the jobs you’re looking for, yet the environments you work well, in and the salary package that you hope to achieve. Be honest with yourself. For example, don’t fool yourself into thinking you’d be happy to work alone in an office if you truly thrive off of a team setting.
  • Use your interviews as the opportunity to find out more about a typical day in the role and to get a sense of the business culture.
  • Try not to feel pressured into accepting a position if it’s ringing alarm bells. Consider all options: remaining in your existing role until something more suitable arises (if applicable/possible), considering temporary or contract work, and continuing your job search.

Employers:

  • There are two primary aspects to consider here: improved staff attraction and employee retention. They happen to be intrinsically linked.
  • You can have the ‘best’ staff attraction approach yet if the reality doesn’t meet expectation, you’ll experience high turnover rates. It’s about tapping into more of what employees value to both attract and keep your team.
  • Furthermore, the more honestly you can depict the role, the more likely you are to attract the right person to fill it. It’s better to have fewer highly suitable applicants than to feel forced into extending a job offer to someone who won’t be the best fit.
  • You can also use interviews to go beyond a candidate’s skills and into their values and attributes.
  • Work closely with your Recruitment Consultant to attract the right people for your roles. Call the office for further support on 01225 313130.


A work stress & health special

Reviewing the latest news on work stress and mental health – including some tips to improve yours.

Understanding the research findings can help you make changes to benefit your working life, alongside the lives of those you manage… 

Work stress: who’s feeling it most?

  • Professionals aged 35-44 represent the most stressed employee group, with more than a 1/4 experiencing daily stress. ‘Work, family and children’ are the primary triggers for this age group.
  • HR appears to be the most stressed profession, with 78% of people reporting daily stress.
  • The article also cites the core stressors for the 16 to 24-year-olds and over-55s, alongside other stressed out professions, the effects of this stress, and relaxation strategies.

British adults aren’t sleeping enough

  • One clear stress-relieving strategy is that of obtaining enough sleep on a regular basis. Something that the average British worker fails to do.
  • It doesn’t help that 28% of respondents are kept awake due to the stress caused by their working day.

Poor managers cause a surge in stress-related absence

  • Research suggests that managers require additional training in order to ‘better support staff wellbeing’.
  • 37% of employers have observed higher levels of stress-related absence within the past 12 months – this has been attributed to ‘heavy workloads and poor management’.

Why even gym-goers live sedentary working lifestyles

  • Our sedentary working lives increase the risk of major health issues, including ‘Type 2 Diabetes, heart disease, and cancer.’
  • Being ‘extremely active’ for a short spell in your day, such as a 60-minute gym workout, does not override this risk.
  • Professionals are encouraged to get up every 30 minutes in order to do a ‘short burst of exercise’ such as a 2-minute walk.

Hot desking increases work stress

Managers are missing mental health problems

  • Research from Mind (the leading mental health charity) shows a need for managers to learn ‘how to spot and support colleagues who might be struggling with issues like stress, anxiety or depression‘.
  • More than 7 in 10 employees have encountered a mental health problem at some stage of their life. What’s more, over 1/2 of staff members are experiencing mental health issues right now.

Young professionals believe their commute harms their health

  • More than 2/5 of workers think their commute worsens their stress. However, this figure increases to almost 3/4 (73%) of 25 to 34-year-olds.
  • Despite this, younger employees are additionally most willing to undertake a longer commute in order to obtain a ‘nicer property’.

Let’s look at some positives…

Again, rather than becoming overwhelmed by the volume of work stress headlines, we can all use these findings to our advantage.

We can each look at those factors we have some control over. Whether it’s finding ways to get more sleep, move more during the working day, or reassess our commute. Employers and managers can also look at additional training to improve their understanding of their colleagues’ needs – and how to support them.

In addition, we’ve found a couple of promising headlines…

An extra tip to reduce your work stress

  • Harvard researchers have found one way to turn that commute around and reduce your daily stress levels.
  • Instead of using this time to engage in relaxing pursuits, they suggest commuters should “go through your plan for the day (visualise it), set your goals and priorities, and review the three most important tasks to accomplish.” Participants that achieve this report greater job satisfaction.

Is this the future of workplace health?

  • Perhaps you feel you’re more prone to stress than your colleagues. Well, personalised healthcare could help you identify your genetic challenges.
  • Discovering whether you’re more prone to stress and/or high blood pressure, or whether you’re likely to be triggered by your caffeine intake, could be a major boost to your stress reduction tactics. Could this really contribute towards the future of ‘healthy businesses?’

Of course, we can all reach that point where our work stress largely comes from the need to find a new challenge or fresh environment! You’ll find all the latest jobs listed here.



Many more temps to be recruited

UK businesses plan to recruit many more temps, reveals the latest REC JobsOutlook…

On comparing their intentions against last month, employers are:

  • 10 percentage points more likely to recruit temporary workers within the short-term. In terms of REC data, this means within the next 3 months.
  • 9 percentage points more likely to recruit temps across the medium-term (4 to 12 month period).

Why this may surprise some:

You could think this is a mark of increased business confidence. However, companies report a further reduced confidence in the nation’s ‘economic prospects’.

In fact, this particular reading has now reached a record low – and currently sits 57 percentage points below its June 2016 findings.

Plans to recruit permanent staff have fallen by 1 percentage point for the short-term period and by 3 percentage points for the medium-term period. Although, both ratings remain positive overall: with a net balance of +16 and +19 respectively.

That said, businesses worry they won’t find the right temps:

  • 34% (1/3) of employers express concern about finding enough skilled candidates to fill their temporary roles.
  • 46% of businesses additionally worry about obtaining permanent employees.

These figures are less surprising when you consider that the UK has achieved record unemployment rates, with less than 4% of the population unemployed.

So, there’s great news for temps. But is temping for you?

Temporary work offers multiple benefits to employees. These include:

  • A flexible solution for those looking for work for a specific period – whether ad hoc assignments or longer-term bookings.
  • The chance to develop new skills and experiences and enhance your CV in the process.
  • A deeper insight into working cultures and local businesses. Helping you work out your priorities for permanent roles if this is a future goal.
  • Regular pay: you’ll be paid weekly (following those weeks worked), rather than monthly.
  • You’ll still accrue holiday pay, further enhancing the flexibility of your role.

Remember, there is no guarantee of finding regular temporary work, even though this is the case for many. To this end, it’s not recommended to leave a permanent role to temp unless you’ve got the financial backing to do so!

You can search for temporary and contract jobs using our job search dropdown tool. Due to the nature of temporary work, roles can be filled swiftly. So, it’s also worth emailing your CV along with a cover email detailing your availability. Here’s what else you should include

To book a temp, please call the office on 01225 313130 or email us to discuss your requirements. 



The cost of a poor recruitment decision

How each poor recruitment decision mounts up to a vast national cost…

We recently discussed the issues of recruitment and CV fraud  – and detailed some of their financial and non-financial implications.

Well, new data has emerged to illustrate the price paid by the companies mistakenly recruiting fraudulent applicants. Crowe UK reveals that businesses are spending a total of £23.9 billion a year due to recruitment fraud.

As a reminder, this may be due to the use of fake qualifications or falsified documents, such as embellished CVs and applications. Candidates have also secured worryingly high-level roles (including those within medicine and aviation) as a result.

Where is the money going?

These costs comprise a variety of factors, including:

  • Initial recruitment procedures
  • Low productivity
  • ‘Internal investigations’ and disciplinary action
  • External penalties
  • And matters relating to the employer’s reputation
  • Internal costs such as fraud, theft or data breaches, may also apply.

Of course, perfectly reputable candidates may also prove costly if they’re not the right person for the job.

Looking at poor recruitment decisions in general:

The cost of the average unsuitable recruit is as follows (via the REC)

  • Wasted salary: £28,000
  • Wasted training: £1,500
  • Recruiting & training the new employee: £9,730
  • Reduced productivity from the wider team: £29,160
  • And total staff turnover: £54,000

TOTAL: £132,015 per each unsuitable recruit

How can you make better recruitment decisions?

Consider the many ways that you can improve your recruitment processes, including yet not limited to…

  • Clearly identifying your recruitment needs ahead of your candidate search. Consulting your colleagues and/or employees where needed.
  • Dedicating sufficient time to employee attraction and screening.
  • Making certain that your job descriptions truly depict the roles you’re recruiting for – while clearly communicating your expectations and the realities of working for your organisation.
  • Considering any necessary skills assessments.
  • Making use of trial periods and or temp-to-perm contracts where appropriate.
  • Ensuring the utmost efficiency so that you don’t lose any top candidates along the way.

Your recruitment consultant can support you with each of these decisions. Therefore, working closely alongside an expert recruitment agency may help ease much of your time and cost burden.

For further advice about recruitment in Bath and the surrounding area, please call the office on 01225 313130. You can also find out more about our service here.



SMEs express recruitment confidence

How SMEs perceive their recruitment abilities – and how they’re looking to attract new employees. Plus what the rest of the employment market stats are saying…

SME stands for ‘small and medium-sized enterprises.’ This refers to any business with fewer than 250 employees. Together, these companies employ more than 16 million people, which accounts for half of the UK’s working population.

The findings show:

  • SMEs are confident in their abilities to recruit over the coming year; regardless of the wider business climate. 61% of these companies express this sentiment, versus 53% of global businesses.
  • Business owners are looking to increase their investments in training and development, alongside ‘demonstrating a commitment to ethical and social values’ in order to attract more employees.
  • Salary remains the most regarded employee attraction tool among business leaders, with the aforementioned training and development in second place.
  • Employers are no longer placing the same level of focus on ‘long-term service’, however, a ‘competitive salary’ is also deemed the most effective tool for promoting staff retention.

Each of these stats come from this Onrec report. The research itself was conducted by Oxford Economics in association with American Express.

What about the latest ONS labour stats?

Over on the REC website, it’s stated that the national unemployment rate is now the lowest it’s been since November 1974 to January 1975, at just 3.9%.

  • 32.72 million people of working age are now in employment. 475,0000 more people than over the previous year.
  • The number of job vacancies has also increased by 32,000 to a total of 852,0000 for January to March 2019.
  • As positive as these figures appear, this poses a continued challenge for employers looking to recruit new team members. The REC describes this as a ‘big risk’ to future economic growth.

How do these findings compare to the current KPMG and REC Report on Jobs?

  • These figures also reveal a ‘steep decline in staff availability.’ This is partially attributed to a ‘Brexit-related uncertainty’.
  • The Report on Jobs also suggests the ‘fastest decline’ in permanent employee placements since the middle of 2016.
  • However, these figures additionally show employee demand has increased at its ‘softest pace’ since August 2916 – both across temporary and permanent recruitment.

What does this all mean for you as a job-seeker or employer?

For job-seekers:

There are some fantastic opportunities out there for you. When you consider that 85% of local businesses are SMEs, their confidence becomes all the more newsworthy.

What’s more, these businesses are competing for people with the relevant skills, attributes and experience for their companies.

Low unemployment means you may experience reduced job-seeker competition in your field. However, you cannot rely on this! Appealing roles have a habit of attracting greater numbers. You must still ensure your CV and applications are doing all that they can to demonstrate your suitability for a job.

Take a look at the latest local openings and/or email your CV to our Consultants. Here’s what to include in your cover email.

For employers and managers:

The challenge of standing out from your competitors continues.

As per the SME discussions, employee attraction strategies are now of the utmost priority. The following posts share some useful considerations:

Work closely with your Recruitment Consultant to ensure they’re aware of your individual recruitment needs as well as your complete employee offering. Get the most out of the agency’s staff attraction tools, honed through years of recruitment expertise.

You can call an Appoint Consultant today on 01225 313130 or reach a Consultant directly via email.