3.8% or 1.29 million people were unemployed, a decrease from the previous quarter.
Record level of employment at 75.9%
8.7 million people are economically inactive, down 144.000 from the last quarter
Unemployment levels among young people remain high but have decreased to below pre- pandemic levels and decreased in the quarter (16-17 =21.3%/ 18-24 =9.1%
Vacancies continue to increase – up to 6,900 tp 1,294against the previous quarter and an increase of 498,000 from pre-pandemic.
Early estimates indicate 29.6 million payrolled employees in June, a rise of 874,000 people over the last 12 months and well above the pre-pandemic level.
Redundancies decreased slightly to a record low of 1.8 per thousand employees
The ball is very much in the candidate’s court at the moment as we are in a candidate driven market, so you may be wondering what you can do to keep current staff engaged and attract new talent?
There once was a time where it was very much all about the salary, candidates went where the money was and even though this is still high on a candidates list, there is so much more to it.
With the ever-changing market, working from home and the increase in the desire to have that work life balance, candidates are looking at the overall package as opposed to what they would take home at the end of the month.
So, what exactly are candidates wanting and view as high or musts on their check list when looking for a new position?
We have asked the question and created a list of what candidates have said are important when looking at their next role.
Number one on the list…… Flexibility!
Work life balance is key and what was the norm a few years back, working 5 days a week 9-5 has changed, having that flexibility is a must, especially when it comes to the working family.
So what flexibility are they looking for?
Working 4 days a week.
Having school hours or the flexibility to start a bit later or finish early.
Early finish on a Friday.
The flexibility to work from home if they have the technology / capacity to do so.
For the working parent having a company that is understanding when it comes to childcare, such as doing the school run, having time off if the child is poorly or generally being flexible with working around school holidays, school performances is a real must.
If it has been a while since you looked at how the company views flexible working, it may be worth having a look at what your company can do to support your workers.
Company Culture:
That’s second on the list. What is your company culture like? Do you have an open-door policy? Are employees made to feel they can express feelings / ideas and do you offer a friendly working environment?
The last thing you want is an employee that dreads coming in to work, so what can you do to build that team spirit and ensure employees are happy?
Listening is key, try not to micromanage and let employees have the freedom to complete their job knowing they have support if needed.
Create team building exercises, make the office / workspace fun and have a laugh while you work. Yes, get the job done but nobody wants to work in strict environment.
We spend a lot of time with our colleagues so having a team which feels friendly and supportive makes employees enjoy being in work.
Salary:
Here it is, Salary! Third on the list as being the most important when looking for a new opportunity.
Candidates need to feel they are being paid what they are worth and offering a fair salary for the job is just as important as the other added additional benefits.
There are a number of points that companies can do to make sure they are remaining competitive.
Regular bench marking, have a look at what your competitors are paying.
Regular salary reviews, if a candidate is doing well then why not show appreciation and offer that pay rise.
Bonuses and commission, is this something you could offer employees?
At the end of the day, if an employee feels valued they will go the extra mile and productivity is key with business performance.
Holiday Entitlement
Fourth on the list is Holiday entitlement, a lot of companies are still offering the standard 28 days (Normally 20 days plus 8 bank holidays) holiday, which is the minimal legal entitlement. So, can this be classed as a benefit when you are offering the standard, as let’s face it, legally you have to give this amount to candidates, so where is the added benefit?
While most companies will offer an increase with years of service, perhaps it is worth looking at offering an increased entitlement from the very beginning of the candidate staring work.
Having enhanced holiday, is a must for companies to look into, along with some companies offering the option to also buy or sell additional holiday.
Additional Benefits:
We have also listed some additional benefits below which may make the package a little sweeter for your employees.
Enhanced pension contributions.
Health Insurance / Free Gym membership.
Discounts on products / vouchers / money off on the high street / perk box.
Rewards for service / performance such as money, holiday vouchers etc.
Training and Development.
Enhancing skills and qualifications with paid courses.
So, whilst salary is an important factor when a candidates employee looks at another job or is considering leaving, Employers need to be looking at the whole benefit package.
We have been overwhelmed by the generosity of the local community and our clients for the support they have given us. Our shipment is on its way and we have been busy sorting and packing again today. We are only receiving medicines, toiletries, Bandages, Ladies’ underwear, Children’s underwear, Toys, Batteries, Thank you once again Di & Team.
We are supporting Ukraine so if you would like to donate that would be fantastic, already our customers have supported us with storage and transport. As well as Supplies.. keep up the good work.
The UK employment rate increased by 0.2% in the quarter to 75.5%. The number of part-time workers decreased strongly during the pandemic but has been increasing from April to June 2021, driving the increase in employment during the latest three-month period.
We process information about you known as ‘personal data’ to enable us to carry out our business as an employment agency for the purposes of permanent recruitment services is as an employment business for the purposes of temporary recruitment services.
By law, we have obligations to ensure that the candidates we place into vacancies are suitable for those positions and that the vacancies are suitable for those candidates. We have a duty of care to look after the best interests of our customers and to do that we need to collect and process relevant information.
We process some other information to help us make sure we are delivering a service that treats people legally and fairly, prevents human rights abuses, and is always improving.
Who will we share information with?
Client organisations
In order for our client organisations to consider workers for opportunities within their businesses, we need to share worker information with them. We have contracts in place with these organisations that require them to treat worker information as confidential before we share worker information with them.
Workers
In order to perform our recruitment services (such as arranging interviews, for example) we often need to share client contact information (such as name, job title and contact details) with workers.
Auditors & Inspectors
From time to time we may be audited by third parties to ensure that we are operating a legally compliant and ethical business. These third parties may include: Government regulatory and enforcement audits independent social compliance audits Client audits
Other
If we would like to share your data with anyone not covered in this privacy notice (such as sharing testimonials with potential customers, for example), we will only do this where we have a legitimate reason to do so and where required will ask for your specific consent to do so.
What are your rights?
All individuals have the following rights regarding their personal information (also called ‘personal data’)
The right to be informed
You have the right to know what information we hold about you, what we are using it for, who we are sharing it with, how long we are keeping it, and on what basis we are processing the data. While we always prefer to process data based on your explicit consent, as a recruitment organisation we also have a ‘legitimate interest’ in processing your data to ensure we are matching you to suitable vacancies. There are also times when we have to process your information because we are required to by law.
The right of access
If you would like to see the records we hold on file for you, please contact Mrs Diane Punter. All requests must be made in writing and will be dealt with within 30 days.
The right to rectification
If you believe we are holding incorrect information, you can ask us to correct it.
The right to erasure
You can ask us to remove your information from our records. As long as there is no legal requirement for us to keep them (for example, HMRC require us to keep payroll records for 6 years), we will remove your details. This will mean that we won’t be able to contact you with any work opportunities in future.
The right to restrict processing
Instead of asking to be removed, you can ask us to stop processing it – so you can ask us to stop contacting you about work opportunities, for example.
The right to data portability
If you want to take your data to another organisation, please contact Mrs Diane Punter – Partner 01225 776500.
The right to object
You have the right to object to your data being processed on the basis of legitimate interests, direct marketing, and processing for statistical purposes. We will stop processing your information immediately unless there are legal reasons for us not to do so.
The right not to be subject to automated decision-making (including profiling)
You have the right to object to automated decision-making. We do not use automated decision-making in our recruitment process.
What information do we collect? How do we use it? How long do we keep it?
This privacy notice has been divided into sections so that you can read the information relevant to you. Each section tells you what information we collect, how we use it, and how long we will keep it for. These sections are:
Agency workers
Staff members
Individuals who work at the companies we do business with
You may wish to have 3 separate documents or one combined document. If you have separate documents each one will need to include the sections above
AGENCY WORKERS
Agency Workers are workers we supply to work with our client companies.
What information do we collect?
We collect personal data from you in order to fulfil our contract with you, to comply with our legal obligations and where it is in our legitimate interests in order to provide you with work seeking services and to supply our clients with labour.
This will include:
Your name and contact details
Your right to work status (and to take copies of your passport/other allowable documents)
Your skills, experience and qualifications (where relevant)
Details about the type of work you are looking for
Your next of kin
Whether you require any reasonable adjustments in the recruitment process
Questions about your work seeking activity, to help us make sure we are protecting your welfare and your rights.
Your national insurance number and bank details in order to pay you for any work you do
We may also ask for further information to confirm your suitability for work, which may include:
Reference details
Health questions relevant to the type of work you are applying for
Whether you have any unspent criminal convictions
Once a contract has been offered, we will also ask for the following information:
Whether you require any reasonable adjustments to undertake any roles
For some roles, we may use assessments as part of the recruitment process literacy numeracy Manual Handling and these results will be held on file.
How do we use it?
The information we collect will only be used for the purposes of progressing your application for work, or to fulfil legal or regulatory requirements if necessary. The information we ask for helps us to assess your suitability for work. You don’t have to provide the information we ask for, but it might affect our ability to provide you with work if you don’t.
How long do we keep it?
We keep the information for either the minimum period we are required to keep it by law, or as defined in our Data Retention Policy or for as long as you give us consent to keep the information.
STAFF MEMBERS
Staff members are those people who work directly for and within our organisation.
What information do we collect?
We collect personal data from you in order to fulfil our contract with you, to comply with our legal obligations and where it is in our legitimate interests as an employer/labour provider to recruit new workers to fill vacancies in our business.
As part of our recruitment process, in order to assess your suitability for employment, we will ask for the following information:
Name and contact details
Your right to work status (including taking copies of original passport/visa documents)
Your skills, experience and qualifications
Whether you require any reasonable adjustments in the recruitment process
Questions relevant to your ability to carry out the role
Whether you have any unspent criminal convictions
Once a job offer has been made and accepted, we will also ask for the following information:
Bank details
National Insurance Number
Your next of kin
Whether you require any reasonable adjustments to undertake the role
How do we use it?
The information we ask for helps us to assess your suitability for employment, to enable us to employ you and to fulfil legal or regulatory requirements with us. You don’t have to provide the information we ask for, but it might affect our ability to employ you if you don’t.
This information is collected, processed and retained because employers have a ‘legitimate interest’ under data protection law to do this.
How long do we keep it?
If you are successful in your application for employment with us, we keep the information you provide for either the minimum period we are required to keep it by law, or as defined in our Data Retention Policy or for as long as you give us consent to keep the information.
If you are unsuccessful in your application for employment with us, the information will be kept on file for one year after the end of the recruitment process for that role.
Once you are working with us, your employee record will include other relevant information, including:
Training records
Appraisal and performance review records
Sickness absence records
Correspondence records (including disciplinary and grievance meeting notes where relevant)
Your employee record will be retained for the duration of your employment and for differing periods depending on the records as defined in our Data Retention Policy following the end of your employment.
EXTERNAL BUSINESS CONTACTS
External business contacts mean individual members of staff at the supplier, support, client and other organisations we work with to perform the legitimate activities of our business.
What information do we collect?
We collect personal data in order to comply with our legal obligations and where it is in our legitimate interests as an employer/labour provider to do so.
Individuals within the companies we work with are also entitled to have their personal information protected.
We will only share information where it is allowed by law and relevant to our legitimate business activities, such as providing name, job title and contact details when arranging an interview.
We may also share professional information that is already in the public domain (such as company website pages, LinkedIn profiles, and similar media).
How do we use it?
The information we ask for will only be used in connection with the legitimate activities of our business.
How long do we keep it?
We keep the information for either the minimum period we are required to keep it by law, or for as long as you give us consent to keep the information, whichever is longer.
We will retain contact details for individuals within client organisations while the organisation remains a current or prospective client organisation.
Individuals within our organisations have the same rights as any other individual (including the right to be forgotten). Anyone wishing to exercise their rights under data protection legislation should contact Mrs Diane Punter on 01225 776500
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