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Category: Features

  • ‘Earn while you learn’ scheme prepares young people for IT industry

    Patrick Crowder

    The professional services company FDM Group has unveiled a new ‘earn while you learn’ training scheme. After a 12-week study period, students taking part in the scheme can begin working on projects for clients as apprentices.

    The three-year programme will leave young people with skills and experience in the IT industry while allowing them to avoid university costs and earn money from the work they perform. They will also earn a level 6 (Bachelor of Science) qualification as Digital and Technology Professional apprentices.

    FDM Group says that their commitment to diversity and inclusion is a major consideration in this programme, so it will operate with a 50/50 gender split and instruct many students from disadvantaged backgrounds. FDM CEO Rod Flavell explains why it is so important to give these opportunities to those who need them most.

    “Far too many talented young people from disadvantaged backgrounds miss out on a university education due to fears around tuition fees – a problem compounded by the chaos and disruption of the Covid-19 pandemic,” Flavell says, “Our new apprenticeship programme has been designed to give those very people access to well-paid experience in the IT industry, allowing them the freedom to learn and develop as part of a fully-funded degree level qualification.”

    The apprenticeship scheme is designed to work in partnership with universities. Sheffield Hallam University is the first partner, and they will host the on-site instruction portions of the course. The first 12-week term, as well as seven more study blocks and final exams, will take place as SHU. Apprentices will receive full salary and subsidised accommodation during their time studying at SHU.

    This programme is unique because it not only offers the experience that apprenticeship provides, but it also gives young people an opportunity to access university education, full mentorship support, and salary while working towards a degree-level qualification. 20% of the course will be spent in the classroom, with the other 80% set aside for practical learning. Joe Hockney, who is the Employer Partnerships Manager at SHU, explains why this programme is such a good fit for his university.

    “We’re proud of our partnership with FDM and applaud their record of bringing diverse new talent into tech. This aligns perfectly with our Transforming Lives strategy,” Hockney says, “We’re the current University of the Year for Social Mobility; a high proportion of our students are from under-represented groups or are the first person in their family to attend university.”

    It has always been important to provide young people with many paths to success, but apprenticeships have often been overlooked. Now, it is more important than ever to allow people from all backgrounds the opportunity to receive quality qualifications and enter the working world with a good head start. CEO Rod Flavell believes that creating new programmes such as this is not only a good practice, but a social responsibility.

    “We all have a responsibility to contribute to the UK’s wider levelling up agenda,” Flavell says, “We hope that our new offering will transform the lives of hundreds of young people, spreading opportunity and access to a fantastic career across the whole country.”

    FDM Group’s apprenticeship scheme has been open since January 31st, 2022. More information on how to apply can be found at the link below.

    https://www.fdmgroup.com/careers/apprenticeship/

  • Young Citizens charity launches law resource for young people

    The charity Young Citizens has partnered with law firm Mishcon de Reya to produce free classroom resources designed to teach young people about the law. The Big Legal Lesson 2022 will include the very basics of law for primary students, and more intricate law relating to social media and privacy for older students.

    Learning about the law can help young people more deeply understand the legal system, and even encourage some of them to go into careers related to the justice system. However, CEO of Young Citizens Ashley Hodges says that The Big Legal Lesson goes far beyond inspiring the next generation of solicitors.

    “Every young person should understand their rights, responsibilities, and the rule of law, whether or not they go on to practice it,” Hodges says, “To build a fairer society, students and pupils need to have positive encounters with the legal system from an early age.”

    Knowing and understanding the need for the law is an important part of education, and last year the Big Legal Lesson reached over 55,000 students. Of those students, 83% said that the programme “improved their understanding of the rule of law and why it is important.”

    This year’s focus on social media, online privacy, and free speech for older students is a timely choice given the increasing amount of disinformation and privacy risks young people face on the internet. Understanding the value of free speech in an era where everyone with internet access can have a platform is vital, as is identifying the line between the right to speak one’s mind and dangerous statements designed to foster rage and incite real-world violence.

    Teaching UK law from a young age can serve to demystify the system, taking it from an abstract, often scary threat of punishment to something tangible, to be engaged with and changed when necessary. Young Citizens hopes to give young people positive experiences with the legal system and a solid understanding of it from an early age.

    “The Big Legal Lesson is a special way to do this,” Hodges says, “equipping teachers across the UK to offer an engaging, accessible starting point on the law and justice, building young people’s understanding and confidence to engage with the subject.”

    The next iteration of The Big Legal Lesson education campaign will launch on March 14th, 2022.

    Sources:

    https://www.lawsociety.org.uk/en/topics/blogs/why-children-and-young-people-need-a-big-legal-lesson

    https://www.mishcon.com/

    www.youngcitizens.org

  • The top five groups most affected by the pandemic

    The pandemic has brought untold suffering to people across the globe. Many have lost their lives, or those of friends and family members. To examine the purely economic effects of Covid-19 without addressing that fact would be tasteless at best. However, it is important to measure the lesser effects of the virus in order to determine which groups require more support in terms of work and life.

    The HR tech platform Connectr has drawn up a list of the five groups most affected by the emotional hardship and economic losses which have come with the pandemic. On the economic side, they considered factors such as lost salary, missed employment opportunities, and time wasted. On the emotional side, they considered increased stress, discrimination, and additional time pressures.

    They found that the most affected group has been unrepresented talent, meaning people who have had less access to support networks and technology who may also face discrimination based on race, gender, sexual orientation, and socio-economic background. Connectr has found that people from lower socio-economic backgrounds will take 25% longer to develop their careers than others. The problem gets worse when race is considered. For example, the research shows that career development takes an average of 32% longer for black people of lower socio-economic backgrounds.

    The hospitality industry is the second most affected group, as long-term furloughs drained the industry during 2020 and 2021. Facing increasing customer abuse, changing guidelines, and an uncertain future, many of these employees have found new fields of work, leaving a shortage in the hospitality industry.

    University and school students ranked third and fourth, respectively, as learning in both groups was severely interrupted by Covid-19. For university students, online classes meant fewer networking opportunities and a lesser depth of learning. Coupled with the fact that many internships and recruitment opportunities were cut, the classes of 2020 and 2021 have been left at a disadvantage. For school students, the face-to-face interaction with peers and teachers disappeared. The soft skills learned through human interaction during this crucial period of development are oftentimes some of the most important things one learns in school, and these were lost during the pandemic. Even worse, students who did not have access to quality internet and necessary technology were often left behind.

    The fifth and final group on the list is new starters, or those who had recently moved into a new role when the pandemic hit. Because learning through action and experience is extremely important for a greenhorn employee’s progression in their chosen field, advancement has been slowed for those who have started their careers from home.

    As we continue to manage and live with the pandemic, it is hoped that these disadvantages can be reversed, and those lucky enough to escape this period without facing physical and severe emotional losses will undoubtably do their best to persevere. But for many, Covid-19 is not over, and the effects will be long-lasting.

    Source: www.connectr.com.

  • Flexible working – companies can’t risk falling behind

    The shift towards hybrid working is a welcome one for many, as the pandemic has made people re-evaluate their needs and priorities in the workplace. However, research from the real estate company JLL shows that 48% of workplaces in Europe, the Middle East, and Africa are not ready with future work plans that will fit the needs of their employees.

    88% of employees want hybrid working according to JLL, and with the current shortage of applicants companies need to do all they can to attract and keep quality talent. This will mean providing technology to keep workers connected, upgrading office spaces for those who choose not to work from home, and investing in programmes which put employee wellbeing first. JLL’s CEO of EMEA Work Dynamics Mark Caskey explains how workers’ needs are changing.

    “We’ve talked about wellbeing of the workforce before. It remains one of the top priorities of employees yet a third don’t have access to such an offering in the workplace. Organisations that create truly regenerative workplaces that make their people feel safe, energised, and motivated will have an edge. Spaces for collaboration and socialisation, relaxation, as well as healthy food and outdoor spaces present the biggest opportunities for employers to support their workforce,” Caskey says.

    Another consideration is the irrefutable issue of climate change. Companies should desire a movement towards sustainability for the simple fact that we all live on the same planet – and many do. For those that are not so convinced, it should be known that lack of meaningful action by property holders on this issue can have a major impact on the value of their real estate. Tom Carroll, who heads Real Estate and Strategy for EMEA at JLL realises that climate action is now a top priority.

    “Sustainability must be at the top of the corporate priority list. ​Organisations are motivated to act responsibly towards employees, communities and society at large​. We’re now in an era of responsible real estate,” Carroll says, “COP26 confirmed the scale of the challenge, and if I was to pick one trend that will have the deepest and most lasting change in our industry, it would be sustainability and the rise of environmental, social, and governance factors (ESG).” 

    Employees today demand a workplace dedicated not only to their own wellbeing, but that of the planet and their fellow humans. If companies want to have a flourishing, sustainable workforce full of the best talent their industries have to offer, they must also be committed to practices which allow their employees to flourish and which sustain the planet. Mark Caskey sums it up best.

    “Hybrid is here to stay and it’s now up to organisations to integrate and optimise flexible working into their future of work programmes,” Caskey says, adding that, “Today’s employees want more: technology that keeps them connected, buildings that are truly sustainable, and employers that prioritise their health and wellbeing. Forward-thinking organisations have already stolen a march on the rest of the competition by seeking to address this trend now.”

    Source: https://www.jll.co.uk

  • Avoiding the death of the high street

    Last week, Finito World published a report on high numbers of retail insolvencies in the UK, which showed the most affected areas. Norwich and Newcastle upon Tyne saw the highest number of retail businesses shut down, and high streets across the UK have suffered greatly. Now, CEO Karl Baxter of Wholesale Clearance UK shares his strategies for keeping the high street alive.

    Data from Statista reveals that 75% of people bought primarily online throughout 2021, which is a jump from the previous level of about 40%. Clearly, online retail options have been essential to the survival of high street companies throughout Covid-19, but they are not the only way to keep the doors open.

    Baxter suggests that community involvement is essential to fostering customer loyalty and getting some much-needed foot traffic in empty stores. Many shoppers will already be aware of the need to support their local businesses throughout the pandemic in order for these businesses to survive. For those who need a bit more incentive, Baxter suggests offering a unique customer experience, as well as special promotions similar to the 2020 ‘Shop Local Week’, and the British Independent Retailer’s Association’s ‘#shoplocal’ campaign. 

    Another way to boost local business is through social media engagement. Baxter points out that, while large companies can run national ad campaigns, local businesses have a deeper understanding of their customer base which allows for more targeted advertisements which reflect the community. Research from Smart Insights shows that 74% of shoppers use social media to guide their purchasing decisions. People generally trust their neighbours, so good interactions on Instagram and Facebook. or even a mention on Nextdoor from a satisfied customer can help get people in the door.

    Despite the removal of restrictions, many shoppers are still not comfortable with in-person retail, which is completely understandable. Therefore, while Baxter maintains that in-person shoppers should remain a top priority, a digital presence is essential to staying afloat. Click and collect services and same day delivery can beat the larger companies in terms of how quickly customers can receive their goods. This can another practical reason to  shop local, which is powerful when coupled with the awareness that supporting small businesses is a noble cause.

    Baxter also suggests extending your company’s personal brand to the website. Shoppers will no doubt be craving an experience different from the bland, general sites of the online retail giants, so offering a personal experience even online can help to build and maintain a customer base.

    The pandemic has fundamentally changed the way that people shop, and it doesn’t look like these changes are going anywhere. To survive, businesses must adapt, and inventive, entrepreneurial small businesses are up to the task.

    Sources:

    https://www.wholesaleclearance.co.uk

    https://www.statista.com

  • Wages increased overall in 2021 – how does your wage compare to larger trends?

    Many factors contribute to the wage someone earns. It can come down to age, experience, demand in specific industries, an employee’s negotiation skills, and, sadly, gender and race. The pandemic seriously affected many workers in 2020, and research from Instant Offices shows that there has been a bounce-back in the form of 4.3% higher earnings across the board in 2021.

    The construction industry saw the highest wage increases, with workers earning 16.8% more on average in 2021 than 2020. The manufacturing, automotive, transportation, and service industries also saw higher wages of about 7-8%.

    A major concern throughout the pandemic has been the number of recent graduates unable to find work in their fields, and who faced lower than normal starting salaries. Now, the average starting salary for UK graduates is between £21,000 and £25,000.

    For a number of age groups, pay increased in 2021. People between 16 and 17 years old saw an average pay rise of 12.5% in 2020, with the 18-21 and 60+ age groups seeing an average increase of 3.3%. 

    As someone ages, it stands to reason that their skills and experience will develop, which should come with the benefit of increased pay. A major factor in the great resignation has been the issue of raises failing to match increases in inflation, leading to a reduction in pay in effect. This has led many workers to re-evaluate their priorities and consider changing roles or even careers.

    According to Instant Offices, UK workers are now prioritising “flexibility and convenience” over higher wages. 60% of workers surveyed state that they are more likely to take on a role which offers hybrid and remote working options over a more traditional role, even if that role comes with higher pay.

    If you’re looking to stay in your current role but you’re unsatisfied with your pay, Instant Offices has some recommendations. The most obvious way to get a raise is to ask for one, but this isn’t always easy – therefore, it is helpful to keep track of your recent achievements with your company in order to have something tangible to bargain with. 

    It is also important to research what other people in your field are making and see how your wage measures up. Especially in cases where wage discrepancies appear to be linked to race, gender, or sexual orientation, it is important to address these issues, even if that means reporting an unjust employer or resigning from your position.

    Another option to increase your chances of a raise is formal training. By voluntarily taking part in further study in your field, you show dedication and develop superior skills which should translate to higher pay if your employer is just.

    In this period of transition many are looking for new roles, but plenty of workers are happy to stay in their current jobs provided a decent wage and flexible work options. Companies who wish to keep their employees happy in their roles will need to provide meaningful raises and more individual options for work in order to keep up with the changing expectations of the post-pandemic workforce.

    Source: Instant Offices

  • The future of the office

    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

  • UK ranks second on sustainable companies list

    Ethical and environmental considerations are becoming increasingly important to consumers, due to the pandemic and revelations about the damage non-sustainable companies can inflict on people and the Earth. As this trend towards sustainability continues, it is important to have a way of measuring a company’s commitment to ethical practices. One way for a company to do this is by applying for B-Corp certification.

    A B-Corp certification is a private third-party assessment of a company’s ethical, environmental, and legal practices and commitments which must be reapplied for every three years. By examining a number of factors, B Lab assigns each company a score which will either grant or deny them certification.

    Research from MoneyTransfers shows that the UK is in second place with 454 B-Corps, mostly in the food and beverage sector. The UK is sandwiched between the USA, with 1,343 B-Corps, and Canada, which has 299.

    Sustainability is important across all industries, but by looking at the ones which are applying for certification in the highest numbers we can see where consumer pressure is having the greatest effect. Currently, companies applying for B-Corp certification are most likely to be in the food and beverage and IT/web services industries.

    Social awareness towards issues such as worker exploitation, gender and racial inequalities, and environmental concerns continues to grow, so it is likely that corporations will have to prove their sustainability in order to win the favour of increasingly ethics-conscious consumers.

    Credit: https://moneytransfers.com/news/content/countries-with-the-most-b-corp-businesses

  • Why you need to have a happy workforce

    Ann Dowdeswell

    The average British person spends 3,507 days at work over a lifetime– that’s close to 10 years of our whole life. Given how much time we spend at the workplace, it’s important to love what we do.

    Your employees are the face of your company. They dictate the course of the workflow and the overall brand image. If your employees are unhappy, your business will suffer the most. Here is why it’s important to keep your workforce satisfied.

    Happy employees increase productivity

    A study conducted by Oxford University’s Saïd Business School showed that employees are 13% more productive when they’re happy. The research was based on a case study of the workforce at BT, a British telecommunications firm. Those employees who were happier made more phone calls per hour worked and converted more calls to sales.

    Happy employees foster a stress-free environment

    Not only that but happiness reduces stress. Research shows that fatigue in the workplace can lead to longer reaction times, decreased concentration, reduced task motivation, and lower vigilance. This leads to decreased productivity, poor communication, irritation, and even accidents in the workplace. With the festive period approaching, it’s common that your staff might feel more stressed and overworked than usual.

    Moreover, stress at the workplace can lead to an increase in absences, mainly due to ill mental health. 

    Happy employees boost customer satisfaction and company image

    Stressed and unwelcoming staff can put customers off, whereas a smile at the checkout point can go a long way in increasing customer loyalty. 

    Unhappy employees can still act professionally and politely. However, their dissatisfaction will still affect the quality of customer service they offer. When your staff are happy, they’re more likely to engage with customers, upsell, think of creative solutions, and pay more attention to their workflow. This results in a positive company reputation and higher customer retention.

    Employee attitudes are changing

    What’s more important for employees: happiness or salary? A survey conducted by Wildgoose UK shows that 58% of respondents prioritise happiness over salary in 2021. That’s a slight decrease from 2017 when 61% of respondents considered happiness over salary.

    Of course, the monetary component is still vital in terms of employee satisfaction, but money isn’t all. In fact, according to the Mercer global engagement scale that includes employee data from the UK, US, Japan, India, Germany, France, and China, “base pay” is towards the bottom in the list of motivating factors for employees.

    Intriguingly, the leading motivator is “respect”, followed by “type of work”, “providing good service to customers”, “the people you work with”, and “good work-life balance”.

    How can you boost your employees’ happiness?

    Now that you know what the general key motivators for your workforce are, it’s important to integrate them into your employee wellbeing initiatives. There are many ways you can spread a little joy at the workplace and thrive as a business but here are some starting points.

    Show your staff you value them

    Is the monthly salary enough to showcase your appreciation for the efforts your employees are putting in? Oftentimes, it’s best to boost the monetary reward with additional bonuses and prizes. Christmas is the ideal time to organise little competitions or simply give away gifts on a daily basis in the countdown to the holidays.

    It’s important to remember, however, that appreciation isn’t only manifested through physical gifts. As a leader, it’s your responsibility to motivate, encourage, and congratulate your staff on wins both big and small. Send them a “well done” email, talk about their strengths regularly, and position yourself as a person they can trust with any issues. Additionally, provide an array of training and courses in areas where your staff want to improve. This will show them that you’re interested in their career growth.

    Create a bigger sense of purpose

    People are motivated to work towards a company goal when they know that what they’re doing matters. Initiate them into the company strategy and keep them updated about your business’ performance. 

    It’s important to foster a sense of belonging and purpose, also referred to as “epic meaning”. That is, the bigger picture in which each employee is a superhero working to benefit the company rather than themselves. One tool that can help you foster a sense of belonging is workwear clothing. 

    Ann Dowdeswell, Sales and Marketing Director at Jermyn Street Design, a global specialist in corporate clothing, commented: “Uniforms not only promote unity and equality at the workplace, but they’re also a great way to uplift team spirit and enhance corporate social responsibility.”

    When your employees feel like they’re vital to the business, they are more likely to be engaged with the work. A recent survey by Market Inspector shows that 72% of the respondents think of their role as a job and only 28% perceive it as a career.

    Encourage friendships

    A survey conducted by Wildgoose UK showed that 57% of the respondents feel like having a “work best friend” makes the workplace more enjoyable, and 22% feel that they are equally or more productive. As an employer, you can nurture these positive relationships at the workplace.

    As a start, it’s important to have a dedicated social/break room at work, where employees can bond over conversations and games, such as darts and pool. It’s also a good idea to organise team-building activities and socials, such as yoga classes, bowling, and drinks after work.

    Being happy at work is a state of mind which employers can significantly contribute to. Boosting your company culture, introducing bonding activities, and simply being there for your employees will help you create a healthy work environment. In return, the happiness of your employees will help to position you as a leading organisation.

    Sources:

    https://www.independent.co.uk/life-style/british-people-work-days-lifetime-overtime-quit-job-survey-study-a8556146.html

    https://www.ox.ac.uk/news/2019-10-24-happy-workers-are-13-more-productive

    https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4525425/

    https://wearewildgoose.com/uk/news/friends-happiness-in-the-workplace-survey/

    https://www.theguardian.com/money/2011/jul/15/happiness-work-why-countshttps://www.market-inspector.co.uk/blog/2018/03/happiness-in-the-workplace-in-the-uk

  • New year, new job – navigating the market amid a flood of first quarter applications

    Patrick Crowder

    Is finding a new job on your list of resolutions for this New Year? Research from the staffing firm Robert Half shows that, for many, the holiday season was a time for polishing CVs and considering new roles.

    The pandemic has given people time to reflect on their priorities not only in the workplace, but in life in general. The holiday season is also traditionally a time for reflection, and this year’s resolutions included finding a new job for many people.

    The research shows that 21% of UK employees planned to look for a new role before March of 2022. UK Managing Director Matt Weston explains why so many people are choosing to look for new jobs right now.

    “Holidays are typically a time for people to take stock and assess their priorities in the year ahead,” Weston says, “it’s why we usually see a jump in activity in Q1, and after the summer holiday period in Q3.”

    Taking some time away from a role can provide the break needed to continue on with it once the vacation period is over, but increasingly it also allows employees the chance to long for something better. Coupled with the pandemic, this has created the perfect conditions for a flood of new applicants.

    “With the uncertainty of the pandemic, many employees were holding fast until the situation was a little more secure,” Weston says, “Even with the rumours of a fresh lockdown approaching, many are now tired of waiting and keen to take the next step in the careers.”

    59% of employees surveyed said that they planned to update their CVs over the holiday period. In response to this, Robert Half published some recommendations to make your CV stand out and avoid the rejection pile.

    They suggest a more personal CV – one free of jargon, and that is written in the employees own voice. Rather than formulaic entries about “being a good problem solver” or similar, they maintain that examples of an employee’s use of such traits in the field is a better way to highlight their abilities.

    Additionally, they state that short, to-the-point CVs are more likely to be considered by potential employers. By saving something to talk about during the interview, the uncomfortable process of parroting information to an interviewer which is already on your CV can be avoided. Also, by listing your biggest, most relevant achievements first rather than relying on a chronological structure, you can be sure that the most important information about you as an employee is considered.

    The high volume of applications will certainly mean higher than usual competition, but Weston explains why this particular new year provides some attractive opportunities.

    “For those thinking for taking the leap, there couldn’t be a better time to look for a new role,” he says, “Companies have been hiring to back-fill roles and take advantage of the economic rebound, which left 1.2 million vacancies across the UK without the candidates to fill them. As a result, the best talent will be able to command healthy salary packages from potential employers.”

    The switch to a new role can bring many challenges, and plenty of people are happy with the stability that staying with their current employer provides. However, if the prospect of returning to that old job feels more daunting than usual, now may be a great time to dust off that CV and look for a better fit.

    Credit: www.roberthalf.co.uk