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How will the cost of living crisis impact the retail sector? August 22, 2024

With prices soaring in a post-pandemic, post-Brexit world, the combination of supply chain issues, the war in Ukraine, inflation and political unrest have taken over our newsfeeds, and likely will for the foreseeable future.

Not only are most people individually feeling the impact of the cost of living crisis, but many industries and sectors across the country are experiencing changes in their business performance as a result, too.

So, how is the cost of living crisis specifically impacting the retail sector?

Buyer habits are changing

Retail relies on one key factor: customers being able to purchase things that they want and/or need. Affordability is increasingly affecting purchasing decisions, which, as a result, is then leading consumers to buy less food and household items. 

As an increasing number of consumers now have difficulties in paying their regular household bills, combining this with a lack of financial backup or savings, means that regular income to spend on retail goods is under even more pressure – regardless of whether the items being purchased are essential or not.

Every person is impacted to some extent by inflation, but the effects are not experienced evenly across society. It is important for people to realise that low-income households are far more negatively impacted, as they spend a much larger proportion of their weekly or monthly income on food and energy. Therefore, as a consumer, their buying habits will change significantly, through no choice of their own.

What does this mean for retailers?

Inflation has resulted in a large number of low-income households cutting down on their monthly spending, or changing the products they buy and opting for non-brand, low-cost items. Retailers like Aldi and Lidl have seen a significant increase in their customer numbers, and it is no surprise given that they are the cheapest UK supermarkets.

Plus, low-income households aren’t the only ones opting for cheaper groceries – people with varying incomes are changing their buying habits as a result of the increasing costs of goods, both in stores and online.

With that being said, the more affordable retailers such as Aldi, Lidl, Primark, B&M and Home Bargains will need to take into account not only how much their products cost, but also how their consumers prefer to shop, in order to remain competitive. As inflation levels out and decreases over time, consumers will be able to vary the retailers from which they buy their goods, meaning they will do so in the way that best suits them.

Are enough budget retailers online?

According to research by Pay360, consumer habits and preferences have changed drastically, and some, irreversibly. For example, as of 2022:

Whilst many low-cost UK retailers are performing well as a result of their in-store customer experience, it is imperative that they invest in their online ecommerce options to best serve their consumers going forward. Not only will more people opt for online shopping as time goes on, but those who already have a notable online presence with their customers will have the advantage against those who have relied heavily on in-store shoppers.

With the cost of living crisis looking to last until, at the very earliest, mid-2023, now is the time for those working in the retail sector to not only assess their consumer habits and product prices, but also what will bring them the most revenue going forward by giving their customers more buying options.

Are you recruiting in the retail sector? 

McCarthy Recruitment works with some of the biggest and most well-known names in the UK retail sector, as well as some of the industry’s top talent who are currently on the lookout for an exciting new challenge. 

Contact our dedicated retail recruitment team on enquiries@mccarthyrecruitment.com or 0161 828 8726 who will tell you more about our retail recruitment services.

Ask Kate : Candidates keep dropping out at the final interview stage – what can I do to improve this? August 22, 2024

We’ve been recruiting for a variety of roles recently –  within different departments and at different levels in the business – but we keep getting candidates dropping out at the final interview stage. Have you got any idea what I can do to improve this, or ideally, stop it happening altogether? It’s really frustrating and time consuming!

Thanks for your email, Penny. We know that there can be a lot of hurdles, setbacks and frustrations during the recruitment process, and people dropping out is always really disheartening. But, the good news is, it might not be as difficult to resolve as you think.

There’s three things we’d advise to help you solve this problem.

Firstly, you need to ask your candidates for clear and honest feedback on why they are dropping out at this stage. Although they may be reluctant to tell you the real reason, as long as you approach the conversation in a kind and empathetic manner (avoiding venting your frustrations!) you could receive some really valuable information. 

For example, if the format of the final interview stage tends to be a complex presentation, or in front of a large interview panel, this may be the reason candidates are dropping out if they feel overwhelmed or under pressure. Alternatively, they may have had an offer from another employer, in which case it’d be really beneficial for you to find out why they chose that role instead of completing the interview stage with your organisation. All feedback is useful – it’ll help you to continuously improve your processes.

Secondly, aside from the feedback you’re receiving from candidates, make sure what you’re offering your potential employees is rewarding, exciting and competitive. If, for example, your basic salary is below average and your benefits package stops at free tea and coffee, herein lies your problem! 

Take a look at what your competitors are offering, and ask your current employees for feedback on what they currently receive. Is there anything you’re not including that could be costing you the top talent on the market?

We’ve seen a number of businesses lose some of the best candidates we know due to unnecessary restrictions, such as no hybrid working arrangements. In today’s digital world, businesses need to learn how to adapt to what works best for the people they employ, and what will benefit their workforce both in and outside of work.

Lastly, I’d say take a look at your interview questions. During your first stage interview, for example – what types of questions do you currently ask? Does your interview style tend to be quite relaxed and informal, or is it structured and corporate? Either way, if candidates are dropping out, it could possibly be down to what or how they are being asked certain questions. (If you think this might be the case, feel free to chat to us about our consultancy services and how we can help you improve your interview processes.)

Whatever it might be, look for patterns, and ask for feedback – it’s highly likely there’ll be a reason for it, and that’s a problem you’ll be able to identify and solve.

Got a question for Kate?

If you’ve got an issue or work-related question you’d like to put to Kate and their network of HR experts, email enquiries@mccarthyrecruitment.com with the subject line “Ask Kate ”. We can’t answer every question, but we will try our best to point you in the right direction.

What will impact the leisure and hospitality sector in 2025? August 22, 2024

Outlook for 2025: Promising Growth and New Challenges for UK Hospitality

As we look to 2025, both hospitality businesses and job seekers are hopeful about the future of the leisure and hospitality sector. However, economic factors, including changes in the 2024 UK budget, present new challenges. Here’s what we predict will drive the industry forward, along with the obstacles it may face.

Increased Tourism to the UK

Despite global competition, Europe remains a top destination, holding approximately half of the international tourism market. The UK, one of Europe’s leading tourism spots, is poised for continued growth. Pre-pandemic tourism figures hovered at over 40 million annual visitors to the UK. Although numbers plummeted in 2020 to just 11 million, recovery has been robust, with 2024 seeing close to 33 million visitors.

Forecasts suggest a strong rebound, potentially reaching or surpassing pre-pandemic levels in 2025. This anticipated influx will provide a much-needed boost for the UK’s hotels, restaurants, and tourist sites, bringing a wave of new opportunities for businesses and employees alike.

The Sharing Economy’s Role in Hospitality Expansion

The sharing economy, having firmly taken root in UK hospitality, shows no signs of slowing down in 2025. Airbnb, for example, has redefined short-term rentals, attracting an ever-growing number of tourists and business travelers seeking flexible accommodations. With more than 1.5 billion guests staying at Airbnbs globally, this platform and others, like Uber, continue to shape UK hospitality by broadening access to affordable stays.

Some industry players argue that platforms like Airbnb have reshaped the market, creating additional options for travelers and increasing foot traffic for local eateries, pubs, and entertainment venues across the country.

Enhanced Use of Technology in Hotels

In 2025, UK hotels will increasingly harness technology to cater to evolving customer expectations. The rise of voice-activated search has transformed the booking experience, making it faster and more convenient for customers to search and book stays using smartphones. According to a recent Think with Google survey:

The adoption of VR in hotels is also growing. Many UK hotels have added VR tours to their websites, giving prospective guests a lifelike preview of rooms before booking. Mobile apps are now a standard feature, enhancing the customer experience by providing seamless communication and easy access to hotel services.

Challenges from the 2024 UK Budget and Wage Increases

The 2024 UK budget introduces significant challenges for the hospitality sector, particularly around rising operational costs. Notably, the increased national minimum wage has sparked concern among many hospitality businesses already grappling with inflation and high energy costs. Effective from April 2024, the minimum wage hike aims to improve the living standards of lower-wage workers, but it also places pressure on small- and medium-sized businesses with thin margins.

These wage increases could mean:

As the hospitality sector continues to recover, balancing quality service with cost-effective operations will be crucial. Business owners may increasingly turn to technology or restructure staffing to manage these challenges.

Easing Inflation May Benefit Hospitality Businesses

The UK economy has faced inflationary pressures, impacting both hospitality businesses and their patrons. However, recent projections from the Bank of England indicate a gradual decrease in inflation, which could ease cost burdens by mid-2025. This positive economic outlook should encourage consumers to resume leisure spending, providing a much-needed boost for hospitality businesses.

Ready to Hire in 2025?

If your hospitality business is hiring, now is the time to connect with expert recruiters who understand the industry’s unique demands. At McCarthy, we’re committed to helping you find the best talent to drive your success in 2025.

How to build a strong sales function August 22, 2024

Is your organisation currently looking to either develop from scratch, or expand an existing sales function? Don’t panic – we know thinking about where or how to start or what to do can be overwhelming. 

So, we’ve got some top tips on what to consider when building a strong sales function in your organisation.

Let’s take a look at where you should begin before you start panic hiring.

What is your overall business objective?

This will be dependent on the industry you work in and the purpose of your organisation. For example, if your organisation is in the retail sector, your business objective could be to grow revenue by 20%, or to open three more stores in the next 12 months. 

Or, if you work in the marketing sector your business objective could be to onboard 10 new clients in the next year, meaning you may need to introduce a sales and business development function into your company.

Whatever it is, this will be the foundation upon which you will build your sales function. Knowing your end goal ensures that you can plan backwards, as opposed to building a sales function internally with no real plan in place.

Who is your target audience?

Again, planning backwards ensures your sales team will be able to communicate effectively and work seamlessly to meet targets.

This could be your sales team working in-store at a supermarket, or a sales team working for a SaaS company selling software to businesses. No matter what kind of organisation you are a part of, it is vital that your employees know who they are selling to, and why.

What does your current org structure look like?

This isn’t crucial when it comes to building a strong sales function, as you may be starting from scratch and building a sales team from the ground up. However, looking at your current org structure will give you an idea of who will be responsible for managing certain teams, who will be an escalation point for certain matters, and where you may need to make new hires if there are gaps in your leadership team.

One thing to bear in mind is that salespeople will want to know what their potential career development plan will look like when working within your organisation. It doesn’t matter if it’s someone completely new to sales, or a person with extensive experience joining the team – being able to have career opportunities internally, is vital.

Why? Because employees want to feel valued, and know that there will be some longevity when it comes to their role in the company. People may also join looking for flexibility and potential development, so developing an org chart and how potential roles could develop is crucial before looking to make new hires.

Which roles should I start with when building a sales function?

Again, this is dependent on the industry your business is in. However, in most sales-led functions, you should start with your direct sales team who will be speaking directly to customers, followed by team leaders as their support, and management to oversee the functionality of the sales system within your company.

Take a look at what your competitors are doing and how they are structuring their sales function. Is this something you’d like to mirror because you’ve seen how successful they’ve been, or is it something you’d like to avoid due to their business growth slowing down? 

You should consider building out a process of sales to be formalised and followed by all members of the team, which is designed with your organisational growth in mind.

Of course, if you’d like to chat to sales recruitment experts about how best to build your sales function and scale your business, you can always enquire with us about our recruitment or consultancy services.

Get in touch

McCarthy Recruitment has experience building a variety of sales functions in numerous industries and sectors across the UK. Our expert recruiters will be happy to chat to you about how to develop your sales function and scale your business – get in touch with us to find out more.

5 ways to solve shortages in your team quickly August 22, 2024

In the current candidate-short and candidate-led market businesses are faced with, it can be a challenging process trying to recruit new talent into your organisation.

However, we have seen that challenge become even greater for hiring managers who are on the lookout for new team members to start urgently.

If you have been faced with shortages in your team – regardless of the industry or sector your business is in – we have some top tips for you regarding how to fill those vacancies, with the best possible people, and in a short space of time.

Make a note of the following five points about how to solve shortages in your team quickly.

This might sound like an obvious one, but you’d be surprised how many organisations aren’t advertising their jobs in as many places as they can. 

For example, writing a few job adverts and posting them on a couple of job boards simply will not suffice. You need to ensure your job adverts are engaging, accurate and entice the applicants to want to find out more. Remember – job adverts are an advertisement, not a full job description!

When you’re happy with your job ads, make sure you post them on your website, Indeed, LinkedIn, job boards, and post about them on all your company social media channels. If any of your employees have large networks on LinkedIn, ask them to share the job ads themselves – the more people you reach, the quicker you are going to fill your staff shortages.

Again, this may sound like a no-brainer, but given the lack of candidates in the current market and your need to fill job roles fast – pay and benefits are even more important than usual. Have a look at industry averages and what your competitors are offering for similar roles so you can benchmark how much you should be offering in terms of salary.

When it comes to benefits, be mindful of what your employees will want. If all you are offering is a company pension scheme and dress down Fridays, we have a newsflash for you: it’s almost 2023. Candidates want hybrid and remote working options, flexibility, more annual leave than they’re used to and mental health support. 

If your pay and benefits are better than what your competitors are offering, we can almost guarantee you’ll have an instant advantage.

Referrals make up more hires than most people are aware of. Whether it’s a referral from an employee, a candidate, a client, an ex-colleague, a friend or a family member, there are various ways and means to getting referrals if you’re trying to solve talent shortages in a short space of time.

This is why you need to ask anyone and everyone you can if they know anyone suitable. Post about it on LinkedIn, ask your employees and colleagues to spread the word, message your friends and family members – contact anyone you know who might know someone interested. You could also consider contacting people you have recently placed in a role or current candidates for referrals. The more people you reach, the more likely you are to be put in touch with people who are suitable for the roles you’re trying to fill.

If you’re looking for people to fill your roles who are readily available to hit the ground running, it’s probably time to consider interim solutions. Although they can be more costly in the short-term, it’s about weighing up your options – what will the cost be if you don’t fill these roles? Will your employees suffer from burnout due to the additional workload they’re taking on, and will your clients or customers see a difference in your products or service, too?

If so, interim solutions are the perfect option. Interim staff know how to get stuck into a role from day one, looking at your business objectives and current processes, and how they can fill in the gaps. Don’t hesitate to reassess your current hiring goals – if you’ve been looking for permanent employees but the candidates are few and far between, it may be time to consider your options.

Whether you’ve worked with recruitment agencies before or not, if you’re looking to fill roles fast, working with experts is probably your best answer.

Not only do they have access to a large network of active and passive candidates who could be the perfect fit for your roles, but they also have the time and capability to focus on finding the best talent for your business in as little time as possible.

Recruitment can be a time-consuming process, and through working with a recruitment partner, the responsibility is taken off you and put into the hands of specialists who know your market. It saves time and money, and most importantly – it’ll give you access to the best people.

Get in touch

If you’d like guidance on how to solve your talent shortages quickly and attract the top talent, get in touch with the McCarthy team – we’ll be happy to help.

How to choose a recruitment partner that will add value to your organisation August 22, 2024

Choosing a specialist recruitment company to work with can be a difficult task. The UK now has almost 28,000 recruitment agencies available, making the options available almost overwhelming.

However, there are a variety of factors to help you narrow down your selection and decide specifically which recruitment partner will work best for you, based on your business and hiring goals.

Why it can be difficult to choose a recruitment partner

You may have previously worked with a recruitment agency in the past that has left you with a negative view of recruiters in general – but this is not the case with all recruiters! We’re well aware of the negative experiences some people may have had in the past, but there are now plenty of specialist recruitment organisations on the market to help you take your business to the next level.

When you’re trying to decide which organisations to shortlist, we’d suggesting considering those with the following:

Although it can seem like a laborious process to review all of these points against each recruitment company you’re considering working with, it’ll save you a lot of time and money in the long run.

What is your organisation looking to achieve?

Before you choose a recruitment partner, it’s best to get the key objectives in place. For example, ask yourself:

From here, you’ll be able to narrow down your shortlist of recruitment agencies available to you, and truly decide how to partner with experts that will add value to your organisation.

How the right recruitment partner can support your EVP

Having a strong EVP (employer brand) in place when hiring is absolutely essential. According to Vervoe, delivering on an EVP can decrease annual employee turnover by almost 70%, and increase new hire commitment by nearly 30%.

When choosing which recruitment company to work with for your hiring needs, it’s important to communicate the importance of your EVP and how you’d like to be positioned as an employer of choice to potential candidates.

Vervoe also states that, “An EVP is manifested in a combination of statements, tangible benefits, and intangible culture”. The recruitment partner you end up partnering with should be able to demonstrate to potential candidates precisely how your organisation delivers on such factors, with strong supporting evidence.

By doing so, candidates will not only have a greater understanding of your business and values, but also what they can genuinely expect from you as an employer if they join your business.

Find out more about how to choose a value-adding recruitment partner

Download our latest report, “Avoiding recruitment burnout: how to determine if a talent partner will add value to your business” to discover how to choose the best fit for your business based on your business goals and hiring objectives.

Hot Sector Spotlight: Ecommerce and Digital August 22, 2024

For quite some time now, the balance between physical stores and the rise of ecommerce has been quite push and pull. 

Prior to the pandemic, despite the ongoing rise year-on-year of online shopping, physical stores were still popular and in-demand with consumers.

However, as of 2020, the balance between the two took an unexpected but crucial turn in order for businesses to be able to survive throughout the pandemic, and for consumers to still be able to buy goods and services.

Here, we take a look at the rise of a balance between physical stores and online outlets, and the predicted demands and trends from the ecommerce and digital sector in 2023.

Are we consuming more online now, or in person?

According to a recent census, ecommerce sales made an incredible 43% increase in 2022 – almost double that of 2021.

As consumer habits started to balance out throughout 2022, it became apparent that those purchasing goods and services are still very keen to shop in stores – but that having an online presence is increasingly important.

According to Oberlo, 63% of shopping occasions begin online. This means that regardless of where customers are making their final purchase – be it online, or in a physical store – their journey starts online, mainly through doing research on Google or Amazon.

For example, according to McKinsey, 35% of shoppers browse ecommerce stores for fashion inspiration at least once a week, suggesting that having an online presence will give many retailers an advantage over their competitors who have yet to invest in their ecommerce websites.

Continuing with fashion retailers as the example, the split is still almost completely balanced. Very.co.uk, for example, is the second best outdoor and sports equipment retailer according to Which?, despite being a primarily-online option. 

Primark, for a comparative example, is still yet to list and sell all of their available products online – yet remains one of the most popular stores in the UK, with an incredible 94% brand awareness last year. 

UK digital trends

It’s not just ecommerce that is thriving. The UK digital sector is also increasing year-on-year.

According to Tech Nation, UK deep tech investment has increased 33x since 2011, exceeding $8.5bn in 2021. Fintech is currently the UK’s biggest scaleup sector, contributing to 41% of the value of the sector as a whole and 34% of investment. 

But what does this mean for businesses hiring in the digital sector?

It means that competition is fierce, and that candidates in their droves are interested in working in tech roles.

There are now more than 5 million people working in UK tech startups and scaleups, an increase from just under 3 million in 2019. This means that the number of people has more than doubled in the last decade, with only 2 million working in the UK tech economy in 2011.

And, inevitably, there has been a 36% increase in tech salaries since 2015. This is, understandably, down to many factors, such as:

What’s next for ecommerce and digital in the UK?

Despite the ongoing discussions about economic uncertainty, the ecommerce and digital sectors will continue to thrive.

Ecommerce revenue is expected to grow at a CAGR of 11.03% between 2022 and 2025 in the UK; people are opting for ecommerce options due to the added convenience. 

While it won’t completely replace physical shopping any time soon, the forecast looks very promising for online retailers.

As for digital roles across all industries, we are likely to see a continued need for tech and digital experts across a variety of roles, and at all levels. As the world we live in becomes increasingly more online, we can anticipate an inevitable increase in the need for more tech candidates in a range of organisations.

Get in touch

McCarthy Recruitment works with some of the biggest and most well-known names in the UK ecommerce and digital sectors who are currently on the lookout for talented and experienced individuals to join their teams. 

Browse our latest UK ecommerce jobs, or contact our dedicated recruitment team on enquiries@mccarthyrecruitment.com or 0161 828 8726 who will tell you more about the latest opportunities available. 

How to structure career development plans for your employees August 22, 2024

Gone are the days when employees only wanted a salary, pension contribution and enough annual leave to take time off work throughout the year.

Now, employees are seeing the value that they bring – and rightly so – which has resulted in a shift in what employees now expect from their employers in terms of benefits and rewards.

Not only has hybrid and remote working become one of the most sought-after benefits, but having a structured career development plan is now high on the priority list. At last year’s Gartner ReimagineHR Conference, Vitorio Bretas, director in the Gartner HR practice, said:

“Employees are leaving their current employers for better professional development opportunities (45%) at similar rates as they leave for higher compensation (48%). Thirty-five percent of employees surveyed said they left their employer for better career trajectories.”

As a result of these findings, it’s vital for all employers – regardless of industry or sector – to have career development plans in place for their employees.

Here’s how you can structure them.

What should a career development plan include?

Firstly, find out what the employee’s personal and professional development goals are.

This step is crucial as not only does it encourage the employee to think comprehensively and consider numerous areas of potential development, but it also ensures everyone is on the same page. If a line manager thinks a person’s career goals are unattainable or unrealistic, it is better to discuss alternative options at the beginning of the career development plan process.

Examples of career development goals could include:

The key to determining the goals is to ensure that you use the SMART methodology, to ensure that they are:

How does a career development plan combine with company requirements?

It is highly beneficial if, where possible, your employees’ career development plans also tie with the requirements of the company.

If, for example, your organisation is hiring someone to record and edit videos for social media, this could be something that an existing employee studies as part of their career development. 

Similarly, if your organisation is looking to make more outbound sales calls, you could train an existing staff member – such as someone working in admin – on how to make such calls, and potentially develop their career into a new sales role within the business.

Discussing your employees’ career goals not only helps them to work towards something for themselves, but it also opens up opportunities for the business to develop, too. It is a bonus if there are some parallel areas of professional growth and business growth!

How do we put a career development plan in action?

When you have a set number of goals to be achieved, you need to ensure that both yourself as a line manager and your employee are clear on the following:

Note: don’t forget the 70/20/10 rule! 70% of learning comes from on-the-job experience, 20% from other people, and 10% from training.

Despite training and coaching being a part of your employees’ career development plans, it’s essential that most objectives become part of the job itself or based on relationships with others.

Get in touch

If your organisation would like further advice on recruitment or career development planning, get in touch with McCarthy Recruitment on 0161 828 8726 or fill out our contact form.

5 tips for jobseekers looking for an ethical employer August 22, 2024

In 2023 and beyond, candidates are looking for more than a day job that pays the bills. On top of a salary that comfortably covers the cost of living, as well as benefits such as career development and flexible working, candidates are looking for something specific in their current and future employers.

They want to work for an ethical company.

If you’re on the lookout for a new role, no matter the level you’re at or the industry you work in – here are five tips to help you find an ethical employer.

ESG and CSR are acronyms that have been mentioned on company websites and social channels for some time now, but it’s important to look into what organisations are actually saying about them.

ESG stands for environmental, social, and governance, and CSR stands for corporate social responsibility.

When conducting your research, make a note of which companies are taking steps to reduce their carbon footprint, and how they are enabling employees to volunteer and give back to charities. There are various ways organisations can champion ESG and CSR, so make sure it aligns with your personal values.

Similarly, diversity is something that has been promoted and encouraged by many employers in recent years, and for good reason. But how can you actually tell if an organisation is doing all they can to promote ED&I, or if what they are doing is performative?

Firstly, take a look at their current employees on LinkedIn – is their current workforce made up predominantly of one group of people? This isn’t to say that they aren’t looking to improve diversity and inclusion within their workforce, but it’s a good starting point.

In addition to this, have a look on their website at the type of content they are creating and sharing in regards to ED&I. Are they eliminating unconscious bias as part of their recruitment process? Have they provided their existing workforce with diversity training? If you aren’t able to answer these questions through research, it’s worth asking the recruiter directly, or making a list of questions to bring up at your interview.

Not all employers are required to disclose this information – organisations need to have 250 employees or more to be legally required to report on specific earnings and pay gaps. However, we do know that in 2022, the gender gap among full-time employees increased to 8.3%, up from 7.7% in 2021.

If the organisation you are looking to apply to or work for has more than 250 employees, you’ll be able to find the information online regarding their existing differences in pay between genders. 

If  the organisation you are looking to apply to or work for has less than 250 employees, you might not be able to access the information directly – but it’s still worth asking the question before accepting a job offer.

Glassdoor is sometimes used as a venting tool for disgruntled former employees to write a list of complaints about a company, but try not to let these reviews sway your vision of a company! 

For the most part, Glassdoor is an excellent way to look at reviews from employees and find out what the pay is like, what they like about the workplace culture, how career development is structured and what could be improved.

Similarly, employees often share company reviews on social media platforms such as LinkedIn – so do a deep dive before you go to your interview, in case any reviews raise some questions.

Prior to an interview, it’s important to find out as much about a company as possible – mostly via their website and social media. But how often do you look into the employee testimonials that the company has shared?

This is an excellent way to find a general consensus around what employees are saying – it’s likely that you’ll see some trends.

For example, do a lot of employees mention the career development opportunities, or the hybrid working environment? Have the employees trialled a four-day work-week, or do they regularly attend employee social events paid for by the company? Whatever it is you’re looking for, it’s likely that employee testimonials are a great indicator of whether an employer is ethical or not.

Get in touch

If you are looking for a new challenge and want assistance with finding an ethical employer, get in touch with the specialist recruitment consultants at McCarthy Recruitment on 0161 828 8726 or contact us here.

What kind of benefits should I expect from an employer? August 22, 2024

Gone are the days when candidates would accept the bare minimum in terms of employee benefits. Once upon a time, we were told that an above-average salary, sufficient annual leave and a pension contribution should be at the top of our priority list when looking for a new role.

But it’s 2023, and things look significantly different.

In the post-pandemic world we are living in, following the Great Resignation and the shift in careers for so many people throughout the UK, candidates’ priorities have changed. Employers are aware of the fact that it’s a candidate-led market and they need to offer everything candidates require, with some additional extras, if they want to secure the top talent.

You’ll no longer attract the best candidates to come and work at your business by only offering ‘benefits’ such as:

So, what kind of benefits should candidates expect from an employer when looking for a new job?

Hybrid/remote working

Of course, hybrid and remote working is only an option in certain professions. For example, if you are working in-store for a retail company, it’s unlikely that you’ll be given the option to work from home given the in-person responsibilities of the role.

However, in a lot of industries now, hybrid and/or remote work is possible, given that so many employees are able to work from their desktops. And, as lockdowns across the world proved – many people are just as capable doing their jobs from home as they are in the office. 

Hybrid and remote working allow employees the flexibility to work whilst also dealing with responsibilities at home, hence it being such a sought-after benefit in 2023. 

Flexible hours

Similarly, flexible hours are now just as expected as hybrid and remote working for many jobseekers. Again, this depends on the industry or sector you are working in – if you do shift work, this might not be as accessible as those in a regular 9-5 job.

However, for those working anywhere between the hours of 8am and 6pm, it is generally expected now that employees are able to manage their workloads around flexible hours of working. If they have to finish early to pick children up from school, or start later due to a hospital appointment, employees now expect employers to be completely on board with these requirements.

Mental health support

Thankfully, many employers now are seeing the full circle benefits of investing in their employees’ mental health and wellbeing. Given that approximately 1 in 4 people in the UK suffer from some form of mental health problem each year, it’s in every employers’ best interests to support their employees both in and out of work.

Many employers are now offering ‘wellness packages’ as part of their employee benefits, including perks such as monthly therapy, gym memberships, yoga classes, nutrition support and an allotted number of mental health days per year. The goal is for employers to truly see the importance of a healthy mind and body for all of their people, and how this will improve their productivity and performance at work as a result.

Training and career development

For many employees in the UK in sectors such as marketing, finance, retail, HR and manufacturing, the one thing employees are looking for during their job hunt is the opportunity to further develop their careers. This doesn’t just mean they want a step up in their next role – they also want to be provided with training, skills and equipment that will enable them to progress in the future.

If you are currently looking for a new role, and a company you are interviewing with isn’t offering training or a career development plan as part of your benefits package, consider whether this will be the best opportunity for you in the long-term. If you aren’t able to upskill and be promoted in the future, is this the right job for you?

Enhanced parental leave

One key benefit many jobseekers are looking for as a standard is enhanced parental leave. Many employers are now offering enhanced parental leave, in the form of paying their employees more than statutory maternity or paternity pay. 

In the UK, an increasing number of employers have been offering enhanced maternity leave for some time now – but, thankfully, many organisations are also reviewing and updating their paternity leave policies, too. Statutory paternity pay is for up to two weeks, but many candidates now are looking for employers offering a minimum of one month’s paternity leave. 

Get in touch

McCarthy Recruitment can help you find the perfect role based on your career aspirations, personal requirements and previous experience. Get in touch with our expert recruiters today and let us help you find your ideal job.

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