The majority of young people have found it harder to secure high-quality work since the start of the pandemic, research has found, with poor mental health one of the main barriers.
A report from the Institute of Employment Studies (IES) found that 62 per cent of people aged 16 to 24 feel the pandemic has made it harder to find high-quality work – based on factors including environment, job security, and work-life balance.
The same percentage said the pandemic had impacted their confidence when it came to work. The report warned that despite a fall in unemployment since the pandemic – dropping 2.1 percentage points between 2020 and 2021 – coronavirus had led to a deterioration in working conditions. And while young people were not necessarily affected by the virus itself, the measures in response to it had caused them to miss out on educational and social opportunities.
At Heyllo we firming believe that these findings highlight a real risk that the pre-pandemic trend of the worsening quality of youth employment and challenges in accessing good jobs has become further entrenched, and that it is the our duty and the duty of those supporting young people (from government, to education, employers, and support services) to overcome them.
ONE of the region’s leading recruitment specialists is celebrating with her staff after her company reached its first anniversary.
Nicola Burrows has spent 25 years in the recruitment sector, building up connections with businesses across the North East before placing thousands of jobseekers into a a variety of roles.
After a self-imposed break from the sector, Nicola decided to go again in 2020 and burned the midnight oil securing premises and bringing in her own team of specialist staff to work at her new firm, Heyllo.
Now with lockdowns hopefully just a distant memory and the jobs market back in full flow, Nicola and her team will celebrate their first ‘proper’ birthday on October 5th 2021.
Nicola said: “It’s been a strange time for everyone and setting up a business during lockdown business wasn’t something I could have predicted!
“I secured office space and I assembled a team of staff who all had specialist skills to work in not just recruitment but training as well as that is a key part of what we offer.
“Lockdown meant lots of businesses closed their shutters and unfortunately lots of people lost their jobs or were put on furlough. We created a business model that supported hundreds of people and businesses during this difficult period.
“As restrictions were eased, we were able to start operating fully, and we have been busy ever since with enquiries from people looking to get back into work as well as companies getting in touch to see if we can help with their recruitment.
“Having spent a long time in the recruitment industry, I have built up a good reputation and it is great to be working with some familiar faces who I have helped earlier in my career.
“It has been a tough time for businesses as they look to get back on track post-COVID, and it is great that many of the companies I’ve worked with in the past have put their trust in me to look after their recruitment and training needs.”
Nicola is running the business alongside co-directors Rob Kleiser and Fabian Jozefczyk and has drafted in a team of experts who are already placing people into work from the company’s HQ in The BIS, in Hartlepool.
Nicola added: “Everyone’s lives have been significantly interrupted across the last 18 months, but we are so proud of the work our staff do to reach out to our customers to say Heyllo! and help them navigate the uncertainty successfully.
“We have picked up lots of work, we’ve added to the team regularly over the last few months to cope with the increase in the workload and I fully expect us to go from strength to strength.”
For more information about Heyllo, visit www.heyllo.co.uk or call 01429 363160.
Serious staff shortages remain in the food and drink industry despite even more people being out of work compared with a year ago. The Office for National Statistics (ONS) said there were 10% less unemployed people at the end of June, against the previous three months in the UK.
Employers in the hospitality sector are having to compete for staff, driving up wages. For years it has been an industry dominated by low pay and has struggled to be seen as an attractive industry with a strong career path and opportunities to develop. As a result, employers have relied on staff from EU countries where the industry is rated more highly, but many of those employees have returned to work in the EU since Brexit.
Once furlough has finally ended in the autumn we will have a clearer picture of the jobs market in Hospitality, but it will be very hard to untangle causes - what is a result of the pandemic, what has changed because of Brexit and what are long-term weaknesses in the economy. And whilst the three-month fall in unemployment is "very heartening", the same cannot be said for filling job vacancies in sectors such as hospitality.
This data shows that small firms need to recruit and retain staff to build their own economic recovery - which means that it is vital that businesses can access the people that they need to rebuild. We work with our clients in hospitality to support them attract and keep good quality, in many instances ‘local’, candidates. Many of whom have never worked in the sector before!
If you’re a hospitality business and need our support, we’d love to hear from you.
Job vacancies have hit their highest levels since records began with more than one million jobs up for grabs. The void has been created by Britain's departure from the European Union and Covid-19 restrictions, which some claim will have lasting damage on the labour market.
However, the rebound in hiring has also been met with a spike in jobseekers. Back in March 2020 there were 1.2 claimants per vacancy, but this has now almost doubled to 2.2 claimants per role in June 2021, according to new analysis from the Institute for Employment Studies. On the one hand it is great to see vacancy levels are back at a pre-pandemic peak. But on the other hand, there are still significantly more claimants chasing every job than before the pandemic, with more than eight jobseekers per job in over 40 local authorities.
This brings an underlying concern for the UK jobs market into sharp focus - many of the people currently out of work aren't matching up to the jobs on offer, despite an acute talent shortage. Therefore, we’ve gone from talking about an unemployment crisis to a ‘recruitment crisis’. But in reality, we’re facing a bit of both – with many of our clients struggling to fill jobs at the same time more than two millions people are struggling to find work.
The last 18 months have been transformative for the UK jobs market. Therefore, we’re consciously making an effort to work with our training partners to help our candidates develop the skills required to access the jobs now available. For instance, helping our candidates access ‘so called boom’ sectors’ such as tech, care, manufacturing, and logistics.
If you have hard to fill jobs please get in touch, our high-quality (agile) candidate pool is expanding all the time and ready to take on new challenges.
Rishi Sunak’s Coronavirus Job Retention Scheme has been designed to minimise the number of redundancies over the next few months.
However, despite the measures put in place, many will still sadly lose their jobs. In this blog, we take a look at the correct procedures to follow when turning a period of furloughed leave into a redundancy.
What happens after furlough ends?
According to a survey conducted in April, 70% of private UK companies had furloughed staff already, affecting some 8.4 million workers. With many companies facing an uncertain future, there are bound to be difficult decisions regarding what to do when employees are due to return to work.
At the moment, companies are faced with four different options:
Given the current situation, it is unfortunately the last of these points that many companies will choose to do. However, when doing so, they must be sure to respect all of the complex rules and regulations that govern redundancies.
Turning furloughed leave into a redundancy
Turning furloughed leave to redundancy is not the ideal outcome and is not what the Coronavirus Job Retention Scheme was designed for. Nevertheless, the current situation has backed many employers into a corner. As a result, a significant number of those who have been furloughed will inevitably end up out of work and, while these may be unprecedented times, employment law continues to apply.
Therefore, it is important that employers follow the correct procedures when making an employee redundant, particularly as there is likely to be increased scrutiny of the way they handle the process.
The correct redundancy procedures