11 February 2019 by Spencer Symmons
Just like most other sectors at the moment, recruitment is facing a talent shortage. The UK is currently risking a labour shortage of up to three million jobs by 2030, and the rate at which technology is impacting on industries is leaving businesses for dust – they simply can’t keep up with the skills their employees need, and are struggling to hire new staff who have the suitable skills to futureproof themselves.
While the recruitment sector works with organisations to find the right candidates, the industry itself is also struggling to attract new talent, as well as retain employees. In the 2017-18 financial year, the recruitment industry placed over one million permanent candidates, marking a 14 per cent increase on the previous 12-month period. Growth is expected to continue, which means a need for more recruiters. So, what makes recruitment an appealing career choice?
Millennials now make up one quarter of the world’s workforce, making it high-time we understood what young people want in their jobs. Despite the connotations of entitlement and laziness, research from Qualtrics proves millennials to be largely target-driven and focused on working to end results. The very nature of recruitment plays into this way of thinking – every assignment has a clear beginning, middle and end, allowing people to meet their goals on a regular basis.
Coming as music to the ears of those target-focused individuals, recruitment is an industry that ensures it rewards its staff. Commission is an obvious one, but with lunch clubs, work perks and high achievers’ holidays all on offer, there’s plenty of incentives to get you out of bed in the morning. This month, we’re taking our best performers from Q3 to Chamonix for a weekend on the slopes, and this summer’s Ibiza trip is also in the works. Incentives keep staff happy, and a positive workforce is often a successful one.
More than anything – yes, even a pay rise – young people want career development and progression opportunities from their employers. Recruitment is largely hierarchical, and the ladder is there to be climbed. Coming in on the bottom rung, you may start in a small team of resourcers, then become an associate, then consultant, senior consultant and before you know it you have the opportunity to be managing a small team. The pathway for progression is evident, and without blowing our own trumpet, is something we pride ourselves on. We empower our staff by giving them the tools and opportunities they need to further their careers.
As great as we think recruitment is, we can’t be blinkered and assume our employees are going to stick around forever – workers are likely to leave at some point and may look to change sectors altogether. This is especially evident when we look at young people, with fewer than 30 per cent of millennials wanting to be in the same job for more than five years. The recruitment industry prepares employees for life, not just work. The skills acquired – communication, teamwork and problem solving to name a few – are hugely transferable ones that benefit most if not all other sectors of professional life. Recruitment builds people beyond professionals.
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