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Category: Features

  • LinkedIn profile tips for job seekers

    Amanda Brown

    Whether you are entering the world of work for the first time, looking for a new position in the same field or considering a complete career change, refreshing your LinkedIn profile is one of the most important tasks you’ll need to complete to ensure your professional experience is seen in the best possible light by prospective employers.

    After all there is a limit to how much can be included on your CV or an online application form. An optimised LinkedIn profile which showcases your expertise is important for applying directly for vacancies listed by companies as well as for appearing in search results carried out by recruitment firms who are seeking the ideal candidate to fill their clients’ roles.

    Here are a few tips which you can put into practice right away.

    Take your time

    Your LinkedIn profile represents your personal brand. It is one of the elements which makes up your online reputation that you will manage throughout your career.

    Consider this quote from Warren Buffett, the CEO of Berkshire Hathaway:

    “It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”

    If it only takes a few minutes to ruin a reputation then a few hours invested in your LinkedIn profile is time well spent. You will want to communicate to the reader not only your experiences, skills and qualifications, but also compelling reasons for them to shortlist you over your peers.

    Add an up-to-date profile picture

    Having a current profile picture is particularly important when it comes to the interview stage of a job application. There is something disarming when you see a photo online which doesn’t match how they look in person. Does your photo show you off accurately?

    LinkedIn also allows you to add a banner image. My advice is to research a few of your contemporaries to see which banner images resonate and then to select one from the wide range of free, royalty-free websites, such as www.pixabay.com.

    Enhance your profile picture

    The #OpenToWork photo frame should be used with caution if you are currently employed as there is a risk that your employer will see your intention to change jobs. LinkedIn states that this ring will only be seen by recruiters, if you select that option, but they do not guarantee it will not be seen by other members.

    Personalise your headline

    Your LinkedIn headline is more than just a job title. It is important to add phrases which show your specific expertise or the field in which you wish to become known. For example, “Financial adviser specialising in pensions and investments with a particular interest in ethical funds.” For a recent graduate, “Chemistry graduate from Bristol University seeking opportunities in the manufacturing sector.”

    The About section

    The About section is your time to shine and is where recruiters discover what makes you tick and where you are able to communicate more about the roles which you are seeking and the reasons you should be considered. Write in the first person as if you are speaking directly to your ideal employer.

    Avoid using generic language, such as “hard-working”, “driven”, “effective”, without evidence to back up these claims.

    Start by introducing yourself, your current position and the value you bring to your current organisation. List your recent achievements, qualifications, skills and experiences, either in a list or in a short paragraph. There is no editing function on LinkedIn so use numbers or a dash to serve as bullet points.

    Include activities out of work where they are relevant to your job search. For instance, you may be a member of a sports team which requires you to be a good team player and an excellent motivator with an ability to adapt to different situations.

    I advise including your contact details at the end of this section.

    The “Featured” section

    This section on your profile allows you to include images, documents and links which provide readers with more in-depth insights into your achievements. It is a place to include a portfolio of work

    Complete every section

    In order to appear in searches the LinkedIn algorithm favours profiles which take advantage of each and every section. The Core sections are: education, positions and career breaks.

    In the Recommended include licenses and certifications, courses and recommendations. Additional information adds even more personality to your profile, including:

    Volunteer experience
    Publications
    Patents
    Projects
    Honours and awards
    Test scores
    Languages
    Causes
    Custom LinkedIn URL

    At the top hand of your profile, there is the “Edit public profile & URL” link. Edit your LinkedIn URL so that it is easy to remember when you share it. Add it to your CV, to any personal websites you have and to your email signature.

    Add keywords and phrases

    Once you have completed the first draft of your LinkedIn profile, add keywords and phrases which recruiters are likely to be using to discover ideal candidates. This is particularly important if you are in a highly technical profession where certain qualifications or skills are a prerequisite for applying for a specific position.

    Read through several job descriptions of roles you are interested in and very quickly you will see a theme running through the experience and skills being sought.

    Ask for help

    Writing a professional LinkedIn profile which is compelling, concise and communicates your professional experience and aspirations for the future is challenging. Once your draft is written, ask a friend or family member to read it through or use the services of a LinkedIn profile writer to review it for you. Perfect each section, as recruiters may only glance briefly at your profile and you’ll want to create the right first impression.

    Following a diverse corporate career, Amanda has been advising individuals and businesses on the effective use of online communications, specialising in social media and, in particular, the set up and management of LinkedIn for brand positioning and marketing. She provides job seekers with LinkedIn profile writing and coaching on how best to use the platform to find the ideal position to apply for. Her long and varied experience working with clients across a wide range of sectors, means she is ideally suited to helping clients communicate their message with clarity.

    https://www.linkedin.com/in/amandajanebrown/

  • Latest figures show continued labour market recovery from pandemic

    The latest ONS labour market figures show a general recovery, with employment increasing slightly, and unemployment decreasing. Average total pay also increased, growing 4.8% between November 2021 and January 2022.
    Joanne Frew, who is Head of Employment at the global legal business DWF, explains how the labour market is holding on.
    “The latest ONS labour market figures show a continued recovery of the market.  The highlights for the period between November 2021 and January 2022 show an estimated UK employment rate of 75.6%, 0.1% higher than the previous quarter. The UK unemployment rate was estimated at 3.9%, 0.2% lower than the previous quarter and significantly returning to pre-pandemic levels. The figures represent a relatively challenging period in the journey of the pandemic with the Coronavirus Job Retention Scheme closed and the Omicron variant leading to tighter restrictions. The labour market has yet again demonstrated its resilience,” Frew says.

    As we have seen with the pandemic, world events have a massive effect on the labour market. Thankfully, Covid-19 vaccinations have proved effective even in times of increased case numbers. Frew explains how other world events, such the war in Ukraine, could also have an effect even if the downturn caused by the pandemic is mostly over.
    “Although there are some peaks in the number of people contracting Covid-19 across the UK, hospital number remain relatively low. As far as the impact of Covid is concerned, as we adapt to the next phase of living with Covid we would expect the labour market to remain stable in the short to medium term,” Frew says, “However, the war in Ukraine and subsequent potential increases in costs of material may yet have an impact on the UK labour market and there could be more challenging times ahead.”

    While the labour market continues to show signs of recovery, job vacancies have still risen to record heights, reaching 1,318,000 in February of 2022. Frew explains how employers are facing this challenge.

    “For now, many employers are taking the opportunity to consider the next step out of the pandemic carefully as restrictions are eased and there is a move to personal responsibility.  A recent survey from the Chartered Management Institute found that 84% of firms had adopted hybrid working.  With retention and recruitment difficulties continuing, employers are having to think of new and innovative ways to attract the best talent, as well as the more traditional route of increased pay.”

    For now, the recovery continues, and the upward trend shows no sign of stopping. The impact of the pandemic is slowly coming to a halt, but as we have seen, new challenges can often be unpredictable.

  • UK pilot programme reignites four-day work week conversation

    Patrick Crowder

    Last year, Finito World published an opinion piece urging companies to trial the controversial four-day working week. Now, 30 companies in the UK have launched a pilot programme testing out the new way of working and evaluating its effects on productivity and employee happiness.

    Research conducted by Instant Offices has shown a 110% increase in Google searches related to the four-day work week since the pilot programme launched, which suggests an interest far beyond the companies taking part in the trial. The research has also found that 51% of UK workers would prefer the shorter but more intense period of work which would allow for three-day weekends.

    Mainland European countries are ahead in the race towards the widespread acceptance of the four-day week, with a number of countries trialling reduced hours. Germany now has a national average of 26 hours worked per week, with the Netherlands and Norway close behind working around 27 hours per week.

    It is important to remember that a four-day work week does not mean a reduction in overall hours worked – rather the existing hours are redistributed throughout the shorter period. This has the benefits of cutting down on commute time, encouraging more focused work, and allowing for a better work-life balance. However, it also comes with fears of burn out and a more stressful environment.

    In order to allow for the possible challenges that come with the new schedule, Instant Offices suggests a variety of measures. By reallocating hours gradually rather than cutting a full day immediately, companies will be able to see the effects of the change slowly without risking a shock to employees and a loss of productivity.

    Automation may also be key, as when employees are free from the more menial tasks in work, they are free to spend the extra time working on problems which require human brainpower. Additionally, rotating schedules can reduce the risk of any single employee working beyond their capacity leading to burn out.

    Perhaps most importantly, any change to the work schedule must come with ample opportunity for employee feedback and flexibility. As we have explored before, every employee works differently, and allowing for these differences is crucial in maintaining a happy, effective workforce.

    The four-day work week is designed to give employees more free time and foster a good work-life balance, not to compress the stress of a normal work week into four unbearable days. The pandemic has fundamentally changed the way that many of us think about work, and that is generally a good thing – but it is important to avoid making changes overnight.

    Many workers are looking for a change, and a four-day work week may well be a good solution. As these pilot programmes continue, we will be able to fully see the benefits and drawbacks of this new work schedule. Given flexibility, gradual change, and clear expectations, it seems that much of the UK workforce is ready to take on a new way of working. It won’t come overnight, but the four-day work week might be the next in a long line of new normals.

    Source: https://www.instantoffices.com/blog/featured/the-four-day-work-week/

  • As WFH goes long-term, employees search for more permanent home office solutions

    For many employees working from home is here to stay, so people are getting ready to settle into their home offices for the long haul.

    According to a study by the insurance company WTW, only three out of ten employers expect to move back to the office permanently within the next two years. This means that people will require a more permanent solution to working from home than the temporary set ups many have used during the pandemic.

    It has been two years since the first lockdown, and only 49% of people in the UK have a full home office setup. A study from Instant Offices shows employees’ top priorities for creating home workstations.

    Google searches for “home office ideas” have recently increased by 250%, and shoppers are looking towards eBay to create their new and improved workspaces. Along with houseplants, wrist support for typing, and stress relief toys, eBay shoppers are also interested in larger purchases such as ergonomic office chairs and new desks.

    43% of employees in the UK are planning to convert a room of their house to a home office or build a new extension altogether. The need for extra space is clear, as the most viewed and sold WFH items on eBay are home office storage solutions.

    The main concerns for a solid home office are comfort and solitude. About 83% of home workers agree that the most necessary items are an individual desk and a comfortable chair, while 71% point to natural light and low noise levels as their top priorities.

    Instant Offices predicts that corporate headquarters will shrink by 40% in years to come, allowing the office to become a place for collaboration rather than full-time work. If this proves true, many of us will spend a large amount of our time working from home set-ups, so it is no wonder that people are looking for ways to improve comfort and remove distractions.

    A clean, comfortable, dedicated workspace can do wonders for productivity and morale, so taking some time to consider what you want out of a home office now will pay off in the long term.

    https://www.instantoffices.com/en/gb

  • How well do you know Microsoft Office?

    72% of office workers believe they need more training in the Microsoft Office suite.

    Patrick Crowder

    The Microsoft Office suite of programmes has become the standard in universities and workplaces around the world. Many readers will likely be familiar with Word, Powerpoint, Excel, and Outlook, and many use them on a daily basis. However, a survey conducted by Acuity Training has found that 72% of office workers believe that they need more training in the Office suite.

    The ubiquity of Microsoft Office can mean that knowledge of how to use it is often assumed to be the norm.  In reality only 12% of office workers receive regular training in Microsoft tools, and 49% have never been trained in their use at all.

    While many office workers surveyed say that they are competent in the Microsoft suite, they appear to be more skilled in some applications than others. Employees are most comfortable using Word and Outlook, rating their confidence in using the programmes an average of 7.8 out of 10.

    Excel is an extremely popular tool which is essential to many jobs and appears frequently as necessary knowledge on job applications. Acuity Training asked 1,000 office workers what the formula for Excel’s AVERAGE function is, and 57% of them answered correctly. 12% gave the wrong answer, while 31% had no idea and made no attempt to guess.

    Interestingly, the survey shows that age plays a role not only in overall competence with Microsoft Office, but also in which programmes employees feel most comfortable using. Over-65s are more likely to be skilled in Excel than their 18–24-year-old colleagues, while the 18-24s are far more likely than over-65s to be familiar with the information management application Access.

    Very few employees say that they are “very unconfident” in using the flagship programme Word. Only 4% of over-65s say that they could not use Word, and all of the 18-24s say that they are comfortable using Word.

    On the other hand, the automated workflow application Power Automate is mostly unknown to all demographics. 18-24s are most likely to say that they know the programme, but still only 4% report that they are “very confident” using Power Automate.

    Knowledge of Microsoft Office continues to grow as people are now learning the programmes from a young age and incorporating their use into school projects. The long-standing flagship applications such as Word, Excel, and Powerpoint are already widely known, while the more niche programmes Viseo, Power Automate, and Power BI are not.

    While it may not be necessary for employees to know every application inside and out, the ones which are used the most often should be understood at a deep level. It is important to find out where employees struggle with the applications they use every day, as a lack of knowledge can affect how efficiently work is done. Everyone is more comfortable with some programmes over others, and extra training can help to fill in the gaps.

    https://www.acuitytraining.co.uk

  • Inspiring the next generation of engineers

    Natasha Bougourd

    The future of engineering has never been more important. According to a report by the Institute of Engineering and Technology, the UK science, technology, engineering, and mathematics (STEM) sectors are experiencing a shortage of 173,000 workers, and 49% of engineering businesses are struggling to recruit skilled workers. Therefore, as the technological world continues to evolve and advance, the government strives to prioritise STEM education within primary and secondary schools.

    So how can we ensure that engineering remains an attractive career choice? The UK is encouraging young people into engineering careers in many ways, from stimulating interest at a young age to creating an inclusive space for underrepresented groups in STEM and equipping students with transferable skills they will use for life.

    Stimulating an interest in STEM education from a young age
    There are many organisations that are encouraging STEM learning within primary education. A continuing professional development (CPD) programme, STEM learning supports primary school teachers in its endeavour to inspire the next generation of engineers. It offers regional and remote courses, bursaries, and other online materials. The Institute of Engineering and Technology also offers free material for children aged between 5 and 11 years of age, such as lesson plans and education videos. This equips teachers with the tools to inspire the next generation.

    In addition to this, children can begin their STEM education outside of the classroom. To encourage this, parents can teach their children to question the world around them. Even the toys children play with can be used for this purpose. Educational toys, such as coding robots, enrich children with life skills as well as the tools to excel in STEM subjects.

    Encouraging STEM subjects within underrepresented groups in schools
    In order to inspire the future generation of engineers, we must continue to offer educational tools to underrepresented groups. In 2021, women accounted for just 14.5% of the engineering sector. The number of girls taking STEM subjects in school is significantly lower than boys. This is apparent in A-Level technology subjects, such as computer science. In 2021, the number of A-Level students taking computer science rose from 12,428 to 13,829 across the UK. Out of these, 11,798 were boys and 2,031 were girls. This gender gap within STEM subjects can be partly explained as a result of harmful stereotypes. According to Women In Tech, early socialisation and classroom culture can deter girls away from STEM subjects, as they are traditionally portrayed as boy-dominated subjects.

    Computer science and technology subjects are a great way to inspire the next generation of engineers. The skills that young men and women will learn in these subjects can form a foundational knowledge to succeed as an engineer. This can lead to the cultivation of multiple skills, for example, the development of engineering software such as building design software.

    Furthermore, students from low socio-economic backgrounds are less likely to choose STEM subjects in school. Research from In2ScienceUK shows that students from disadvantaged backgrounds can be 2.2 times less likely to take triple science at GCSE when compared to other students. This could be due to a number of factors, from individual student interests to counter-culture within disadvantaged youth.

    To tackle this, the UK government is investing money and resources into initiatives. These schemes encourage underrepresented groups to take part in STEM education and inspire the next generation of engineers. It intends to improve the accessibility of computer science with female students at GCSE and A-Level. This corresponds with other incentives, such as the Gender Balance in Computing Programme.

    Thankfully, the efforts to make engineering an inclusive space is paying off. The number of people within these underrepresented groups undergoing a degree in a STEM subject has increased. Between 2010–2020, the number of women accepted onto undergraduate courses rose by 49%, and the number of people from disadvantaged backgrounds achieving places on such courses increased by a staggering 79%. This is an encouraging sign for the future minds of engineering!

    Highlight the importance of the transferable skills students learn in STEM subjects
    STEM education equips children and young adults with transferable skills which will aid them in their future endeavours. These skills transcend the ability to solve an equation or design a building. By highlighting the importance of these transferable skills, students will realise the value of STEM education and how this can help them in multiple careers, from business management to teaching and much more.

    STEM education requires students to think for themselves. Tasks often involve problem-solving, and this encourages critical thinking. Not only is this skill highly important in STEM careers, but it is also a well-respected transferable skill. Any career involving research and development would benefit from this.

    Another transferable skill students learn from STEM subjects is teamwork. To work in a team, they will develop their communication skills, which is vital for practically any career path. Finally, STEM education requires management skills, from overseeing a project to delegating tasks. This is particularly beneficial for careers in business, as well as any engineering role.

    Overall, the UK is taking the necessary steps to encourage the younger generation into STEM careers. This can start as early as childhood, with the toys they play with to the subjects at primary school. Although STEM subjects are predominately made up of boys, more and more girls are choosing to study science, technology, engineering, and mathematics subjects, such as computer science. As STEM begins to create an inclusive space for more underrepresented groups, students will gain transferable skills that can be used within engineering and a plethora of other careers.

    Sources:

    The Engineer

    Stem.org.uk

    The IET

    Today’s Parent

    Independent.co.uk

    Computer Weekly

    Women in Tech

    ResearchFeatures.com

  • Why hybrid-working represents the future of work

    Patrick Crowder

    The pandemic has made working from home the norm rather than the exception, and for many employees this is a dream come true. In jobs where specialised equipment is not necessary, it seems natural to continue the trend towards online meetings, limited office hours, and working mostly from home. However, there may still be advantages to keeping some office space, especially in city centres.

    Research from the property consultant Cluttons shows that the finance and insurance industries are most suited to hybrid working, as over 75% of activities are able to be conducted remotely. Cluttons’ Head of Research Sophy Moffat explains how new patterns of working are emerging.

    “Much has been discussed about new working patterns in the city in particular, with anecdotal evidence suggesting that the city is quieter on Mondays and Fridays as people commute Tuesdays to Thursdays and make use of the days either side of the weekend,” Moffat says, “While some reports suggest Wednesdays to Fridays are the new working week. Either way, the usage of office space is less that pre-pandemic where, on average, workers spent four or more days predominantly based in the office.”

    So, if office time is decreasing, why not ditch the extra space? First of all, working from home is not for everyone, and many feel that they can only be productive when working in an office with their peers. Because of this, employers must give their people options in order to increase employee happiness, thereby increasing productivity. Additionally, Cluttons predicts that there will still be a need for some office-based activity involving high numbers of staff, which companies will need to have properties large enough to accommodate during these peak activity times.

    The time of large numbers of non-central, lower quality office buildings may be coming to an end, as there is decreasing need for spaces which house basically the same technologies and amenities employees are likely to have at home. Head of Office Agency Ralph Pearson says that balancing the costs vs. the rewards of office space will boil down to the type and quality of the space in question.

    “The fallout from the pandemic will bring to a head the ultimate balance of the office as a value generator, or cost centre. On the ground the limited evidence from committed movers points to a long-term shrinkage in floor space of circa 30% based on home working, but also far less dense desking and a strong flight to high grade, flexible spaces,” Pearson says.

    By decreasing the overall square footage of office space, while upgrading the spaces that do remain, businesses may be able to not only cut costs but also increase the productivity coming out of their offices. 18 million square feet in office space has come on to the market due to the pandemic, which Pearson believes is too much for future demand. He explains how the conversion of these spaces could change the housing market in major cities.

    “In the medium to long term a significant proportion of non-prime office stock will need to convert to other commercial, medical, educational, and social uses,” Pearson says, “But the biggest gain may go to the residential sector, potentially making city centre living more affordable and economically sustainable”.

    The way companies approach office space is undeniably changing, and many spaces will be left vacant awaiting conversion and further development. What exactly these changes will bring remains unseen, but as Pearson suggests, it could be a change for the better.

    Credit: https://www.cluttons.com

  • Opportunity awaits in the airport industry

    Patrick Crowder

    The aviation industry has recently taken a big hit from Covid-19, but as restrictions begin to ease a surge in travel is expected. This means that demand for airport employees is high, so London Southend Airport held a virtual careers fair highlighting the wide variety of opportunities in aviation.

    Those who have never seen the behind the scenes work that it takes to keep an airport running may not be aware of how many different jobs are out there. Just to name a few, roles include air traffic control, fuelling, car parking, security, ground maintenance, firefighting, cleaning, rail, accounting, and technical services.

    Stuart Moodie has been Head of People at Southend Airport since May of 2021. He describes why he loves the job and what it takes to make it in the industry.

    “I’ve worked in aviation for several years, and you always end up doing a myriad of things. I think that what I enjoy most about working here is that no day is the same – in fact no hour is the same,” Moodie says.

    A key advantage of working in aviation, Moodie says, is the flexibility and career advancement opportunities that come with working as part of a growing team.

    “You have so many opportunities here. You can come in to do a part-time job which may suit your life as it is now, knowing that in a couple of years’ time if your life changes then there will be opportunities here,” Moodie says, “It’s important that we help our employees grow as the airport grows.”

    Because of the multitudinous opportunities at Southend Airport, there is no single thing which can guarantee a successful application. Training can often happen on the job, so Moodie says that the success or failure of an application often comes down to personal traits.

    “The biggest attributes we look for in candidates are a good attitude, positivity, and an ability and a willingness to learn,” Moodie says, “If you come in with the attitude of teamwork and you’re friendly and professional, we’ll give you the skills you need to learn and thrive.”

    One of the more well-known aspects of aviation is air traffic control, which means ensuring safety and expediency for aircraft arriving at and departing from the airport. Henry Spurgeon has been an air traffic controller at Southend Airport for nearly ten years. He enjoys the variety of situations he faces on a daily basis, as it keeps the working experience fresh and interesting.

    “I most enjoy working here for the variations throughout the days – there are no same days,” Spurgeon says, “I started as an air traffic control assistant with no experience, and since then I’ve progressed through my training and become a bona fide air traffic controller.”

    The primary focus of air traffic control is safety, so Spurgeon says that applicants should be focused and able to follow complex regulations. However, that does not mean that you need years of experience before you can enter the industry.

    “Aviation as a whole is a wide and varied industry and starting off as an air traffic control assistant is a great way to expose yourself to it,” Spurgeon says, “For anyone who’s thinking of a role at Southend, I’d say to come with a bit of interest and passion in aviation. Someone hoping to work within air traffic control would need a bit of background in aviation, a knowledge of aircraft and how they operate, and a key passion and ability to follow rules and ensure safety.”

    Security is another essential part of airport operations, and it reaches far beyond the passenger screening which most people are familiar with. Siobhan Walters is Head of Security and Terminal Operations at Southend, and she says that applicants can find solid careers in the industry with nothing more than a willingness to learn.

    “My main responsibilities are to oversee the security aspects of cargo, terminal, rail, surface access, and I also conduct training,” Walters says, adding a message for potential applicants, “Do your research and try to scope out the area, but don’t be afraid to apply because you don’t need lots of qualifications. You just need to have a great personality, and you need to be open thinking and forward.”

    Successful applicants will have many benefits available to them, including onsite free parking, a pension scheme, retail discounts, accredited training programmes, and a cycle to work scheme. CEO Glyn Jones says that Southend Airport is committed to helping employees through their careers with ample opportunity for advancement.

    “We want every employee to be able to fulfil their potential,” Jones says, “We are passionate about creating a culture of continuous development, and we actively promote lifelong learning in combination with taking on new challenges.”

    Whether you dream of becoming a member of the flight crew or prefer to keep your feet on the ground as a mechanic, air traffic controller, or any of the many other essential airport roles, there is a good career to be had in aviation.

    If you would like to explore the roles available at Southend Airport, you can view the current list of vacancies here: https://esken.pinpointhq.com/#js-careers-jobs-block

  • Work perks: What do employees want, and what benefits are on offer?

    Patrick Crowder

    As vacancies soar, UK businesses are scrambling to provide benefits and incentives to attract new talent – but how do the perks on offer line up with the expectations of a post-Covid workforce?

    To find out, the call answering service Moneypenny analysed 1,000 job listings on Indeed and compared them to survey responses from 1,000 employees. They found that the top benefit offered by businesses is also the benefit which employees desire most – a pension.

    Though providing pensions to is a legal requirement in the UK cemented in the Pensions Act 2008, 41% of the job listings examined listed pensions as a “perk”. On the employees’ side, 42% of those surveyed said that a pension is the most important benefit a job can offer.

    Predictably, flexible working hours and the ability to work from home appears high on both lists, with 40% saying that flexible working hours are essential, and 30% demanding work from home options. 22% of the Indeed listings included the ability to work from home, while only 12% listed flexible working as a perk.

    Interestingly, some of the most popular perks in the job listings are the benefits which many employees believe should be made mandatory. Over half of the respondents said that sick pay and pensions should be mandatory, and 46% believe that flexible working hours should be a mandatory option for employers to offer.

    Other benefits, such as free eye tests, working from home, maternity/paternity/adoption leave, time off in lieu of overtime, coffee/tea, training, and death in service insurance, all saw over 30% of employees respond that these perks should be required by employers.

    Moneypenny also looked at the benefits that employees already have, and this varied based on generation. 18–24-year-olds are most likely to have access to training and time off in the case of losing a child, while over-65s are most likely to have a pension and sick pay. Both age groups reported that they are likely to have on-site parking available to them.

    What matters to employees also varied by generation, with a quarter of younger people surveyed saying that they would be interested in having beers on Fridays. Only 2% of employees over 65 agreed with their younger colleagues.

    As the talent shortage continues, it is likely that employers will need to offer more in order to attract employees. The survey shows that the most important benefits to employees (pension, sick pay, and flexible working hours), are among the benefits listed most often by employers. However, less than half of the job listings offered even the top choices, showing that more will need to be done if businesses want to bring in highly motivated, talented employees.

    Source:

    https://www.moneypenny.com/uk/

  • Norwich retail businesses hit hardest during pandemic

    The pandemic has caused major losses for businesses across the UK, particularly in the retail sector. While we have not yet seen further lockdowns, the threat of Omicron looms and could spell danger for companies already struggling to stay afloat during the pandemic.

    Research from Wholesale Clearance UK, which specialises in selling bankrupt and surplus stock, shows the areas of the country where the retail industry has been most affected, which could provide clues as to what will happen if Omicron continues to spread.

    Through FOI requests, they were able to see how many retail businesses in each region of the UK became insolvent, or were unable to pay their debts, from March 2020 to September 2021.

    Norwich was most affected, with 49 insolvencies in the region, meaning that 8.27 out of 100 retail businesses closed their doors. Norwich suffered most during Winter of 2020, when high case numbers sent them into Tier IV closing down non-essential businesses.

    Newcastle upon Tyne was also heavily affected, with 33 retail insolvencies during that same period. However, the proportion of insolvent businesses was significantly lower than that of Norwich, with 3.36 out of 100 retail businesses unable to pay their debts.

    Rapidly changing lockdown restrictions led to much of the decline in retail businesses, as shoppers and business owners were not confident in terms of what kind of retail was safe or legal to engage in. Wholesale Clearance’s Managing Director Karl Baxter explains the issue.

    “With strict lockdowns forcing temporary closures and subsequent changes to guidelines, this has no doubt devastated a once thriving industry and put fear into once confident shoppers,” Baxter says.

    Despite the overall decline in retail, research from Pollinate suggests that the pandemic has led more people to support their local shops in an effort to keep the high street afloat. In an international survey, 53% of people stated that shopping locally was more important than before due to the pandemic.

    It is not yet clear if more restrictions will come in light of Omicron, but as Baxter explains, it is essential to shop local if your high street is to survive.

    “In the new year, hopefully, restrictions aren’t to blame for subsequent insolvencies,” Baxter says, “However, to help your favourite shops from closing down, we must support the high street and local businesses.”

    Credit: https://www.wholesaleclearance.co.uk