February 2022 Newsletter
41% of Senior IT Executives in the UK are considering QUITTING!…..
In a survey of 503 senior managers responsible for technology decisions at their organisation or IT security found an average security staff turnover rate of 20% in the UK. Around three-quarters (74%) of respondents reported this rate as rising in the past year. Adding to the problem, just under a third (31%) said they experienced difficulties recruiting people with the skills and talent required for cybersecurity.
In a particularly concerning finding, less than a quarter (23%) of security leaders surveyed would recommend a career in cybersecurity, while two in five (42%) said they are unlikely to do so.
Many firms are finding it a challenge to retain staff, as well as attract new employees. So what is the solution?
The solution is to work with not just a recruitment firm that specialises within IT, but who has a media aspect to their service, working with clients concerning brand awareness, social media and video vacancies. At Proxime, we are proud to provide these services, finding the right people, for the right job at the right time through traditional recruitment methods, as well as a full media package.
Team Proxime would be delighted to discuss your current and future skill needs with you.
Contact me at email@example.com, and along with my superb team, lets’ all work together to tackle the “talent war”.
Director of Talent Acquisition. Providing: Cyber, Software Development & IT Professionals – Linkedin Profile
|The UK is Piloting a Four-Day Work Week|
The prospect of a four-day working week sounds like the stuff of fantasy. But, a new pilot of a four-day working week is launching in the UK for six months with no loss of pay for participating employees.
Taking place from June to December 2022, the trial is being run by researchers at Cambridge University, Boston College, and Oxford University, not-for-profit organisation 4 Day Week Global, UK think tank Autonomy, and the 4 Day Week UK Campaign. 30 UK-based businesses are expected to participate and companies can apply to take part in the pilot should they wish to.
Joe O’Connor, pilot programme manager for 4 Day Week Global, said more and more businesses are moving to “productivity focused strategies” in an aim to reduce employees’ hours without cutting their pay. “The four-day week challenges the current model of work and helps companies move away from simply measuring how long people are “at work,” to a sharper focus on the output being produced. 2022 will be the year that heralds in this bold new future of work,” he continued.
You’ll have likely heard a lot of chatter about four-day work weeks. In 2021, Iceland published results from its years-long trial of a shorter work week. From 2015 to 2019, the country ran the world’s largest trial of a shorter working week and — yep, you guessed it — the results showed that participants ended up happier, healthier, and more productive. In 2019, Microsoft Japan trialled a four-day week and found it boosted productivity by nearly 40 percent. The dream of the four-day week is now becoming a reality for many companies around the world. Panasonic recently introduced an optional four-day work week for employees.
Canon’s UK arm is one of six businesses already signed up in the scheme. Ken Sutherland, the president of Canon Medical Research Europe, said, “We recognise that working patterns and the focus we all give to our work-life balance has changed substantially during the pandemic. As a responsive employer we are always looking at how we can adapt our working practices to ensure that employees find their time with us is meaningful, fulfilling and productive. For this reason, we’re keen to pilot a four-day week to see if it can work for us.”
Full article from Mashable here.
Why You Can No Longer Take 3 Months To Make Hiring Decisions
Top candidates are being snapped up at frenzied rates and businesses are realizing they must act faster to secure great talent. The best recruiting teams, once burned by slow decision-making, have squeezed hiring timelines to as short as 6-business days.
Everyone else is missing out.
Resignation numbers are staggering. According to a recent article, 4 million Americans quit their jobs in July 2021. Resignations peaked in April and have remained abnormally high for the last several months. A record-breaking 10.9 million open jobs remained open at the end of July.
At WorkReduce, we’re hearing from agencies that have hundreds of open headcounts they’re unable to fill. They’re turning to us as an alternative to help staff up faster, protect their team from further burnout and accelerate their business growth.
However, as the entire sector is fighting to source and hire the same specialist talent, it’s only those with streamlined hiring processes who are getting candidates. We’re in a candidate-driven market, and only the agile and accommodating companies will win.
Why do hiring processes need to change?
Days are numbered for teams that don’t move quickly. Today, many candidates are seeking new employment because they choose to do so and they’re finding a lot of options available. Qualified candidates receive multiple offers and are more likely to make decisions to join companies that can make fast, educated decisions.
Recently, we’ve marketed experienced, fully-screened talent to multiple client accounts. Despite understanding the competitiveness of the current market, some hiring teams are insistent that their entire team needs interviews. In cases like this, the candidate accepts a role on another account by the time those interviews are scheduled.
Worker burnout is at an all-time high
When teams operate with open headcount, the workload demands are placed on the remaining members. And although work may still get covered by an existing team, it’s not a sustainable model. Businesses are running a higher risk of churn if their already exhausted team is covering gaps the hiring team can’t fill.
Full article from Adweek here.