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The next decade is going to see a whole host of new jobs created. Roles that haven’t existed before can be tricky to resource, as there is no direct experience that can be demonstrated by recruits and hiring is reliant on transferable skills. The old methods of recruitment become redundant, so how can organisations find the right talent?

To say that the public sector roll-out of IR35 has been rocky would be an understatement. Following its implementation, everyone from the business leaders and MPs have voiced their concerns and HMRC has faced numerous court battles from contractors. Because of this, the introduction of IR35 to the private sector has been delayed to 2020 to give businesses and the government enough time to address challenges and allay concerns. But some believe that this is too little, too late.

Last week we were proud to be reawarded silver accreditation by Investors in People. Beginning in 1991 as a government project, Investors in People is now an independent not-for-profit organisation that recognises excellence in people management.

Recruitment has drastically changed since its beginnings. The early days of the industry saw candidates being hired through word-of-mouth, family and friends, or a postcard propped up in a window. In its current form, recruitment was born just after World War II, when the post-war boom led organisations to find other ways to resource their growing teams. The first recruitment agencies were founded and the CV was invented as a way to highlight skills and experience.