《Employment Hero:2023年英国人才洞察报告(英文版)(23页).pdf》由会员分享,可在线阅读,更多相关《Employment Hero:2023年英国人才洞察报告(英文版)(23页).pdf(23页珍藏版)》请在三个皮匠报告上搜索。
1、2023 REPORTUKCONTENTSINTRODUCTION 3KEY FINDINGS 4 PART ONE:THE STATE OF MOVEMENT 5PART TWO:CAUTIOUS OPTIMISM 9PART THREE:THE LATEST IN RECRUITMENT AND RETENTION 3CONCLUSION 17LOOKING FOR MORE EMPLOYER RESOURCES?18SURVEY DEMOGRAPHICS&METHODOLOGY 20ABOUT EMPLOYMENT HERO 22Disclaimer:The information in
2、 this article is current as at 13 February 2023,and has been prepared by Employment Hero Pty Ltd(ABN 11 160 047 709)and its related bodies corporate(Employment Hero).The views expressed in this article are general information only,are provided in good faith to assist employers and their employees,an
3、d should not be relied on as professional advice.The Information is based on data supplied by third parties.While such data is believed to be accurate,it has not been independently verified and no warranties are given that it is complete,accurate,up to date or fit for the purpose for which it is req
4、uired.Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on,use of or inability to use any information provided in this article.You should undertake your own research a
5、nd to seek professional advice before making any decisions or relying on the information in this article.TALENT INSIGHTS REPORT 2023 22023 is gearing up to be another rollercoaster of a year for the UK,but will the talent market be just as chaotic?Although some are still finding their feet beyond th
6、e pandemic,for many,its fallen off the radar as a consideration of daily life.Similarly,were still feeling the aftereffects of Brexit on the talent market.But were facing a new unique set of emerging challenges too.The cost of living crisis is dominating British news cycles and employee mentalities.
7、These concerns are playing out against the backdrop of our latest recession,confirmed by the Office of Budget Responsibility(OBR)alongside Chancellor Jeremy Hunts Autumn Statement in November.While economic outlooks are worrying,the Bank of England has recently given the welcome news that the recess
8、ion“will be shorter and less severe than previously thought”.Wed be remiss not to mention the industrial action thats been taking place across the UK and record low unemployment rates,causing staff shortages in many sectors.On a sentiment level,weve also seen continuing resonance of employee trends
9、from the Great Resignation,to Quiet Quitting and the emerging Career Cushioning;where employees seek to future-proof their careers should they want to(or be forced to)leave their current roles.Time and time again,we hear that SMEs are struggling with recruitment and talent retention.With cultural an
10、d contextual factors like the above,its easy to see that the goalposts of the talent market are always in flux.Thats why you need timely insights for the year ahead.To help you best navigate the year in retention and recruitment,we surveyed 1,000 employees from around the UK,conducted in the early w
11、eeks of January 2023.A snapshot of our findings?It appears that the Great Resignation as we know it is behind us,turnover contagion may be one of the biggest risks to businesses this year and-despite enduring many hardships-British employees are feeling cautiously optimistic.For any employer,leader,
12、manager,or HR professional-we can confidently say this might be the most essential reading you can do to prepare for hiring in 2023.For additional insights on how times have changed,look out for comparisons to research published in our 2021 Movement and Retention Report throughout this document.As a
13、lways,we wish you and your business all the best.The Team at Employment HeroINTRODUCTIONTALENT INSIGHTS REPORT 2023 3More employees want a promotion instead of a new role in a different organisationRecent redundancies and headcount reductions are top motivations for job seekingOnly 28%of employees f
14、eel their pay meets the demands of inflation69%of employees feel their job is secure39%of British employees want their new role to be a promotion,compared to 36%who want their next role to be in a different organisation or industry.A huge difference from 2021,when 61%said they wanted their next role
15、 to be in a new organisation or industry.57%said that their pay did not meet inflation and 15%said they were unsure.This is not surprising given that more than half of employees(54%)did not receive a pay rise in the last year.British employees are feeling optimistic about what 2023 might bring.Not o
16、nly are they feeling relatively secure in their jobs,67%believe their company will either grow or remain steady through the year.KEY FINDINGSAre British employees feeling turnover contagion?In 2021 employees wanted to move due to a lack of appreciation or flexibility,and a dislike for their boss.Thi
17、s year,job seekers cited redundancies and headcount reductions as the leading reason for jumping ship.TALENT INSIGHTS REPORT 2023 4THE STATE OF MOVEMENT.When we think about the talent market of the last two years,its impossible to overlook the Great Resignation.Fuelled by pandemic upheaval,research
18、from around the UK-including our own-revealed the intentions of mass movement for British employees.Nothing lasts forever.In 2023,is the Great Resignation over?Our latest research suggests that while intentions to move companies have slowed,an unsteady employment market could still see employees kee
19、p their options open.PART ONETALENT INSIGHTS REPORT 2023 5IS 2023 THE YEAR OF THE LATERAL MOVE?Employees are suggesting that theyre actually looking for promotions and internal development rather than to leave.When asked where they see their next role,39%of employees said they wanted it to be a prom
20、otion or lateral move,compared to 36%who said they wished it to be in a new organisation(either within or outside their current industry).Those with big ambitions arent resting on their laurels.36%of those wanting to take a lateral move are actively taking on new responsibilities,22%are planning dis
21、cussions with their manager and 20%are undertaking further training,supported by their employer.HOWEVER,TURNOVER CONTAGION IS ON THE RISE.Turnover contagion the domino effect of resignations is a common phenomenon which can wreak havoc on businesses.If youve had to make redundancies or headcount cha
22、nges within your business recently-its essential to make efforts to safeguard your remaining employees.If youve made redundancies or headcount reductions lately,more turnover within your business is likely to cause chaos.This is a very real risk,with 42%of job seekers being motivated by recent redun
23、dancies or headcount reductions at their company.Its also worth interrogating poor company culture when it comes to retention,especially in your older millennial age group.80%of job seekers in the 35-44 age group want to find alternative employment due to poor company culture.WHAT ARE YOUR TOP THREE
24、 REASONS FOR SEEKING A NEW ROLE IN A DIFFERENT ORGANISATION?Recent redundancies/headcountreductions at my companyI dislike my bossLack of management responsibilitiesPoor company cultureI think I can fnd a more secure roleelsewhereI dislike my co-workersLack of fexibility(with workhours/work location
25、)Lack of career opporunitiesLack of appreciation or recognitionI feel overworkedNo/low pay riseI regret taking my current role,it hasnot lined up with my expectationsLack of training opporunitiesI dislike my jobI am nervous for the future of mycurrent company42%40%35%31%30%29%27%22%21%20%19%17%17%14
26、%10%TALENT INSIGHTS REPORT 2023 6Of those who were looking outside their organisation for their next role,19%are looking now,21%will be looking in the next 3 months,and 20%will be looking in the next 6 months.Were also seeing a small trend of role regret from the freshly employed cohort.Those who ha
27、d been employed in their role for less than 12 months were also the most eager to leave immediately.29%of those who have been in their role for less than a year are currently looking for alternative employment.QUINNS HERO TIPCareer development is one of the best ways to retain your employees,so make
28、 sure to encourage any team members who are looking to take the next step.Help them upskill with a Learning Management System(LMS)with thousands of online courses,and track their goals with Objectives and Key Results(OKRs).60%OF JOB SEEKERS WANT A NEW ROLE WITHIN 6 MONTHS.In 2021,employees were look
29、ing to follow Harry and Meghans lead and seek a new role outside the UK(sorry,we couldnt help ourselves).Back in 2021,50%would have considered international opportunities.Theres good news for employers.This desire has dropped significantly as we move into 2023,as now only 38%of employees would consi
30、der working abroad.Of those who would still consider moving,41%are motivated by travel.The cost of living crisis is also a motivating factor for some-24%said they would consider a role overseas due to economic concerns for the UK.INTERNATIONAL OPPORTUNITIES HA VE LOST THEIR APPEAL.I want to travelI
31、feel there are beter opporunitiesoverseasI could earn more overseasI am concerned about the currenteconomic situation in my countryI am bored with my current locationThe cost of living is too high in mycountryI want to move with myspouse/parnerI am concerned about the impactsof BrexitI want to be cl
32、ose to myfamily/friendsMy visa is about to expire/will not berenewedThere is more job security availableoverseasOther41%33%30%24%23%23%16%12%10%8%5%WHY WOULD YOU CONSIDER A NEW JOB OVERSEAS?(SELECT ALL THAT APPLY)1%Other5%Note:This question was only asked to the 38%of respondents who said they would
33、 consider working overseas.TALENT INSIGHTS REPORT 2023 7IN THEIR OWN WORDSI sell new build houses and we have sold all but one on the site.We were due to start at a new site but development work has been delayed.TALENT INSIGHTS REPORT 2023 8CAUTIOUS OPTIMISM.After the festive season falls away and w
34、inter sets in,it can be easy to feel a little pessimistic about the year ahead.Blue Monday-the third Monday of the new year,recognised as the“most depressing day of the year”-is a phenomenon for a reason.Early 2023 has also been marked by major industrial strikes across the UK and the enduring cost
35、of living crisis.It would be fair to assume that employees are heading into the new year feeling frustrated,pessimistic and even nervous about what this year holds.But our data tells a different story.PART TWOTALENT INSIGHTS REPORT 2023 9With the news full of strikes,redundancies and economic downtu
36、rn,youd be forgiven for thinking that British employees might be feeling on edge about the future of their employment.However,our research reveals that the majority of employees are actually feeling relatively comfortable.Of those who are feeling secure in their roles,almost a third(27%)said they fe
37、lt very secure.Of the 15%who werent feeling secure,only 4%said they were feeling very insecure.This sense of optimism extends to business growth.38%are confident that their business will grow this year,and 29%think it will remain steady.Only 24%took a more negative outlook,fearing a loss of clientel
38、e,a reduction in headcount,or a scaleback of operations.Career cushioning,the action of making yourself more hire-able should you lose or want to leave your job,is booming.The most popular cushioning activity for employees is trying to expand their professional skill set,followed by being open to ch
39、anging industries and looking out for new roles.Trying to upskill with new tech tools was also high on the list.Our data shows that older age groups were less likely to be trying to cushion their careers than younger age groups.Younger age groups(18-44)were more likely to see the value in investing
40、in their personal brand.69%OF EMPLOYEES ARE FEELING SECURE IN THEIR ROLES.HOWEVER 63%ARE CAREER CUSHIONING.Im not currently taking anyactionsIm trying to expand myprofessional skill setI am open to changing industriesIm looking out for new rolesIm trying to learn how to use newtech toolsIm seeking n
41、ew professionalopporunities within myorganisationIm looking for freelance/contractopporunities to do alongside mymain employmentIm trying to expand myprofessional network on LinkedInIm trying to expand myprofessional network by atendingeventsIm investing more time in mypersonal brand37%20%16%13%12%1
42、0%10%9%8%6%CONSIDERING THE ECONOMIC CLIMATE,ARE YOU CURRENTLY TAKING ANY ACTIONS TO FUTURE PROOF YOUR CAREER?Note:Top 10 options displayed.TALENT INSIGHTS REPORT 2023 10Quiet Quitting as a trend really took off in 2022,with people generally sitting in two schools of thought around it.For some,it was
43、 seen as the withdrawal from all effort in relation to professional life,while others thought of it as the reach for work-life balance.Either way,quiet quitters probably wouldnt rate their productivity as high-unlike the majority of employees we surveyed.62%of British employees rated their productiv
44、ity as high,35%felt it was average and a tiny 4%rated it as low.Interestingly,junior employees were 91%more likely to say their productivity was low.IS QUIET QUITTING A MYTH IN THE UK?The cost of living crisis has wreaked havoc on the lives of Brits,causing everything from energy to petrol to everyd
45、ay groceries to rise uncontrollably.Our data reflects this struggle.57%of employees do not feel that their current pay meets the demands of inflation.This is likely exacerbated by the fact that 68%of employees did not receive a monetary bonus in the last 12 months and 50%did not receive a pay rise.A
46、mong those whose pay has increased,the changes arent stacking up against inflation.44%of those who received pay rises saw changes of less than 5%,and 43%saw changes of 5-10%.Last December,inflation was recorded at 10.5%.THE STATE OF PAY.QUINNS HERO TIPHigh productivity should never go unnoticed.Refr
47、eshing your Reward and Recognition program in 2023 can help you improve staff retention and lift the energy of your workplace.Discover Employment Heros suite of Reward and Recognition tools that make celebrating wins easy.TALENT INSIGHTS REPORT 2023 11IN THEIR OWN WORDSThe company I work for has alr
48、eady laid off some staff and I am the only one who can do certain tasks.If they were to lay me off then no one could do the jobs that I do.TALENT INSIGHTS REPORT 2023 12THE LA TEST IN RECRUITMENT AND RETENTION.PART THREEWhenever we speak to our community of SMEs,we find that recruitment and retentio
49、n are often their biggest challenges.People are everything to a business,and any employer will know that having a great team is essential for success.The problem is,employee expectations are constantly in flux.There is no winning formula for recruitment and retention that stands the test of time;bus
50、inesses need to be adaptable to stay competitive.TALENT INSIGHTS REPORT 2023 13Despite a small recent slow down to price increases,inflation in the UK remains at a 40-year high.As weve just mentioned,pay rises and bonuses have been sluggish over the last year.This is likely why less people would be
51、willing to move roles only to receive the same amount of money theyre already on.In 2021,23%of employees were happy to move roles for pay on par with their current role.In 2023,this has dropped to just 12%.Expectations are firm but modest.The majority of employees (44%)expect a pay rise of up to 10%
52、should they change roles,and a quarter(26%)would like to see a boost of up to 20%.Whether youre looking to recruit or retain,money is even more important to employees than it was in 2021.Back then,40%said they would be encouraged to accept a role in another organisation if they offered a salary incr
53、ease.This year,51%are looking for that same offer.When asked what would make them want to stay in their role,45%said they were after a salary increase-compared to 43%in 2021.But its not all about the money.Lets look at the top 5 factors that would convince employees to stay or go.EXPECTATIONS HA VE
54、CHANGED.MONEY TALKS.WHICH OF THE FOLLOWING INITIATIVES WOULD ENCOURAGE YOU TO STAY IN YOUR CURRENT ROLE?(SELECT ALL THAT APPLY)Note:Top 5 options displayed.WHAT COULD OTHER EMPLOYERS OFFER TO ENCOURAGE YOU TO ACCEPT A ROLE IN THEIR ORGANISATION?(SELECT ALL THAT APPLY)Note:Top 5 options displayed.A s
55、alary increaseMonetary bonuses or rewardsFlexible working options e.g.fexible hours and locationExtra annual leave days(birhday,mental health,volunteering)Rewards and recognition program for its people51%32%28%21%21%A salary increaseA beter reward and recognition programmeAn assurance of job securit
56、yA bonus,or the introduction of a bonus structureA promotion45%21%18%16%15%TALENT INSIGHTS REPORT 2023 14Making the top three of our factors that could help with retention is an assurance of job security,with 18%saying that this could help convince them to stay with an employer.As we know,the bigges
57、t motivator for job seekers in 2023 is anxiety about redundancies or headcount reduction.Looking at these points side-by-side suggests there is a gap in employer efforts to reassure their teams of job security following rounds of restructures.Employers often get very concerned over employees that th
58、ey have to let go,and forget about the ripple effect it has on the ones that remain.The reality is that once you go through restructuring,employee engagement is more important than ever.Download our free Guide to Dealing with Downturn for more help on navigating this.REASSURANCE REQUIRED.Flexibility
59、 is also a top three factor for recruitment appeal that falls outside of the monetary sphere.Flexible working models are more appealing than theyve ever been.In 2023,28%of employees said that flexible work could convince them to accept a role in another organisation,compared to 23%back in 2021.Emplo
60、yment Heros Remote Work Report(June 2022)found that 36%of knowledge workers have been required to return to the office full-time,despite 88%wanting to work from home at least one day a week.If youre taking this approach it could be costing you valuable talent and expensive new hires.FLEXIBILITY IS N
61、OT A FAD.QUINNS HERO TIPIf youre not using an Applicant Tracking System(ATS),youre missing out on an easier way to recruit.Our best-in-class feature can upload your role to leading job boards in seconds,move great candidates easily through your recruitment pipeline and send out a digital employment
62、contract when youve found your unicorn.TALENT INSIGHTS REPORT 2023 15They my company seem like a good company that looks after their employees.They go out of their way to look after our mental and monetary health.Even though we dont get a pay increase until April to help with the cost of living cris
63、is,theyre increasing it by as much as they can and have given other one off stipends over the past year.IN THEIR OWN WORDSTALENT INSIGHTS REPORT 2023 16While talent trends are volatile even at the best of times,we hope this research has shed some light on a few divisive topics around the British tal
64、ent market.The Great Resignation has eased,but that doesnt mean that employers should feel totally secure.While employees were once seeking greater fulfilment from their roles,were now seeing a shift towards job and financial security-especially within businesses who have already had to make the tou
65、gh decision to cut their workforces.We discovered that Quiet Quitting might be little more than a buzz-term,as most British employees remain highly productive despite the challenging circumstances of the cost of living crisis.We also revealed that Career Cushioning is very much not a buzz-term,with
66、the majority of employees taking steps to future-proof their careers.If you have employees that you desperately want to retain in 2023,dont delay in suggesting a more competitive salary-especially if they havent had a pay rise in a while.And importantly,dont forget to give extra care to teams who ha
67、ve been affected by redundancies or restructuring.With prospective talent,think about how you could use flexible working and full-time opportunities to make your offer extra compelling.Yes,2023 will present challenges,like any other year.But like British employees,were feeling optimistic.We hope you
68、 are too.CONCLUSIONTALENT INSIGHTS REPORT 2023 17GUIDE:TALENT SOLUTIONS FOR A TOUGH RECRUITMENT MARKETIf youve got a vacancy that youre struggling to find someone for,youre definitely not alone.In this guide well walk you through five simple solutions to consider in a tough recruitment market.THE UL
69、TIMATE EMPLOYEE ONBOARDING AND INDUCTION GUIDEGrowing a business is hard,and finding the right people to help grow your business is even harder.So,when youre ready to welcome your new team member,how can you make their first impression a great one?GUIDE TO EMPATHETIC LEADERSHIP THROUGH AN ECONOMIC D
70、OWNTURNResearch shows that empathy is the most necessary leadership skill needed today in a workplace.How can you show empathy as an SME employer,especially when youre under the strain of an economic downturn?LOOKING FOR MORE EMPLOYER RESOURCES?FREE DOWNLOADFREE DOWNLOADLEARN MORETALENT INSIGHTS REP
71、ORT 2023 18EMPLOYMENT HERO FOR RECRUITMENT,AND RETENTION.Applicant Tracking SystemOur Applicant Tracking System(ATS)will transform your recruitment process.Post to job boards with a single click,easily funnel talent through your recruitment pipeline and so much more.Learn moreDigital ContractsIn a c
72、ompetitive market,you need to snap talent up fast!Send new employees digital contracts so they can sign on the dotted line immediately.Learn more Paperless OnboardingWith our dynamic policies,certifications and induction features,you can forget the dull paperwork of onboarding and get your employees
73、 set up and feeling confident before day one.Learn more Global TeamsIn todays flexible working world,the recruitment opportunities really are borderless.Employment Heros Global Teams service can help you employ the best talent for your team,based anywhere in the world.Learn moreTALENT INSIGHTS REPOR
74、T 2023 19SURVEY DEMOGRAPHICS AND METHODOLOGYTALENT INSIGHTS REPORT 2023 2017%17.01%16%17.02%33%18-2425-3435-4445-5455+AGE51%49%FemaleMaleGENDERLOCATION73%27%Full-timePar-time/CasualWORK STATUS44%56%SMEs(1-200 Employees)Large(201+Employees)ORGANISATION SIZE45%36%19%A professional/Non-manager employee
75、Manager/Senior executiveJunior employeePROFESSIONAL SENIORITY17%17%15%17%10%5%3%7%14%8%4%LondonEast+West MidlandsEast of EnglandNorh EastNorhern IrelandScotlandSouth EastSouth WestWalesThe findings in this report have been determined from a survey organised by Employment Hero.The 7 minute online qua
76、ntitative survey was deployed using the Glow Survey platform,and survey responses were collected from the national research panel Dynata.To complete the survey respondents had to be employed in any capacity(full time,part time,casual or freelance)and not own the business they worked in.The survey wa
77、s deployed using nationally representative quotas for age,gender and location,but no active quotas were placed on the number of completed surveys.The survey was in field between the 4th and 11th of January,2023.METHODOLOGYTALENT INSIGHTS REPORT 2023 21About Employment HeroEmployment Hero is the smar
78、ter way to manage people,payroll and productivity for SMEs with big ambitions.Employment Hero empowers SMEs by providing automated solutions to help launch them on the path to success by powering more productivity every day.Employment Hero services over 200,000 businesses,collectively managing over
79、1 million employees.The core platform reduces admin time by up to 80 per cent.Employment Hero is launching employers toward their goals,powering more productive teams and taking employment to rewarding new heights.Our features include:Shout Outs(Peer to peer recognition)Letter templatesApplicant tra
80、cking systemEmployee happiness scoresFeedback1:1sPerformance reviewsLearning management system(LMS)OKRs(Objectives and Key Results)Custom surveysAnd so much morePolicy templatesRecognitionFor more information on how we can help transform your business book a demo today.TALENT INSIGHTS REPORT 2023 22This report was designed with love from the design studio and marketing teams at Employment Hero,A INSIGHTS REPORT 2023 23