It goes without saying that structural changes are having a significant impact on the UK labour market. The decision for the UK to leave the European Union has undoubtedly thrown further uncertainty into the market, which we cannot ignore. It’s a volatile period, and agility is paramount to effectively navigate this time of change.

But this environment of certain uncertainty is nothing new. We are used to a post-recession landscape that is less stable and harder to predict. In today’s world of work, companies plan for unpredictability and need to be built for change. Business leaders must now look ahead and lead. In doing so, they will ensure the UK maintains its enviable competitive advantage, from which it has long prospered.

When the status quo unexpectedly alters, we move to Plan B. While the UK Parliament works out what’s next, there are many companies in need of solutions, and many job seekers wanting clear advice and fresh opportunities. There’s no better time for business leaders to recognise the crucial role we play in smoothing the impact of Brexit on the world of work.

1. Keep calm and hold steady

During times of uncertainty, the knee-jerk reaction is often adopting a ‘wait and see’ approach. Or, worse, panic. The right reaction for businesses is to keep calm and carry on – it’s business as usual, until proven otherwise.

2. Remember the UK labour market is strong

Unemployment is close to 5% and workforce participation is at a high of 74%, almost 10% better than in the US. On paper, the UK economy is one of the healthiest in Europe, even the world. What we know for sure is that nimbleness, and being ready to adapt to changing circumstances, will be critical during this time.

3. Protect the UK employer brand

The mobility of talent has been the key to helping businesses fill vacancies, particularly in shortage sectors including construction and healthcare. The UK must be seen to be open for business, which means open to talent coming to the UK. Employers must influence the UK Government to retain the competitive advantage that means businesses can source talent beyond borders.

4. Overcome the great divide

Brexit has highlighted that communities feel disenfranchised and disconnected. As businesses, we all have a responsibility to ensure we are a positive contributor to societal change. Investing in people and upskilling programmes aligned to business needs will drive sustainability and employability for the long term. Employers need to become more trusted and build stronger cultures, which welcome diversity. How employers treat their people has a knock-on effect within communities.

5. First and foremost, look after your people

Having access to a skilled workforce is crucial for national prosperity and companies alike. Business leaders should make clear that EU talent is valued and essential in their organisations and that they won’t stop welcoming the people they need to remain competitive. As a result, tell your own people first to make sure the message is loud and clear.

6. What lies ahead after Brexit

While the Government works out the course the UK will steer over the next few weeks, months and years, business leaders cannot afford to wait. Employers should show the world and their employees that the UK continues to welcome and value international talent. That’s exactly what our organisation is doing and we’re proud to work with many others who share this focus.

Mark Cahill, Managing Director of ManpowerGroup UK commented: “Although access to the best talent will continue to be an issue for the UK employment market, ManpowerGroup is well placed to help organisations as experts in the labour market both in the UK and across Europe. As we’ve done throughout many challenging periods in the past, we will continue to work closely in supporting our clients as we continue to power the world of work.”

This article first appeared in the fifth edition of The Human Age newspaper – our summary of current workforce trends and how we’re helping our clients address the complex challenges they face in today’s world of work.

 

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A shortage of skilled IT professionals across the country has resulted in tough competition across five key technology disciplines: Big Data, Cloud, IT Security, Mobile and Web Development.

The Q2 2016 Tech Cities Job Watch report reveals that:

• Average IT contractor day rates have soared by 9.11% over the last year – now at £431
• Hiring demand for contractors increased by 2.23% year-on-year, compared to an increase of 1.95% for permanent roles
• Cloud discipline saw the biggest year-on-year growth in day rates by 11.34%, followed by IT Security (4.98%) and Mobile (3.49%)
• Demand and remuneration for IT Security professionals climb as the threat of cyber attack intensifies, with this discipline offering an average permanent salary of £58,003.

A shortage of skilled IT professionals across the country has resulted in tough competition across five key technology disciplines: Big Data, Cloud, IT Security, Mobile and Web Developmenet.

This infographic highlights the demand trends as well as average permanent and contractor salaries in Q2 2016, in London and other UK Tech Cities, across the five disciplines.

Click here to download the pdf.

To explore all the data, download the Tech Cities Job Watch report.

The world of work is evolving far more, and far quicker, than ever before. To remain competitive and build for the future, employers need to remain agile and continuously adapt to change. As a result, empowering and engaging a sustainable workforce has never been more important.

At ManpowerGroup, this is precisely the kind of environment we’ve been preparing for. We recognise that talent is the differentiating factor businesses need to succeed. Therefore we’re firmly focused on unleashing human potential. After all, doing so will drive superior business performance and build more productive, resilient workforces.

The Human Age Newspaper – Your Latest Employment News Update

The Human Age newspaper is our summary of current workforce trends and the latest employment news which you need to be aware of. We’ll also show you some of the ways ManpowerGroup is helping organisations to address complex workforce challenges.

In this fifth edition, you’ll find out more about:

• How we’re partnering with Sky to enhance their MSP and RPO solutions
• Accelerating gender parity to drive business success
• Attracting and inspiring Millennials – a special feature
• Is good leadership nature or nurture?
• Six ways businesses can cope post-Brexit

Approximately 13,000 people leave the UK Armed Forces and make the transition to civilian life each year. At ManpowerGroup, we’re proud to play a vital support role in their career journey from the military to the civilian world.

All those who leave will have different personal circumstances and career goals but the adjustment from the military environment to the civilian world is an issue common to all. While this presents a challenge, it is also a chance to take stock and focus on the opportunities and possibilities that lie ahead.

Making the transition into work

Right Management, the global career experts within ManpowerGroup, is proud to deliver the Ministry of Defence’s resettlement programme: the Career Transition Partnership (CTP). Having recently secured a multi-million pound contract following ten years of successful delivery, Right Management provides support to all those who leave the Armed Forces.

From creating a CV through to learning interview skills, plus researching and applying for jobs – to date, the CTP has supported the transition of 180,000 Service leavers into civilian life. Additionally, the CTP acts as an intermediary service for organisations that recognise the benefits of recruiting from the ex-military talent pool.

Jilko Andringa, Right Management, Group Executive Vice President Europe, said: “ManpowerGroup knows from experience that Service personnel have the highly valued attributes, skills and expertise that employers require, especially when so many companies are experiencing skills shortages.

“Our Teachable Fit model advocates hiring not just on existing skillsets but also on the capability to learn. Service personnel are a fantastic example of how companies today can boost talent pipelines and achieve sustained success.”

Service Leavers: a rich source of talent

More and more employers are discovering the rich source of talent Service leavers offer to businesses. The Armed Forces equips its employees with a vast range of skills applicable to many industry sectors, and Service leavers enter the civilian job market with a wide variety of formal qualifications, soft skills, and experiences that are not only relevant but are highly valued by employers.

Dr Ralf Speth, CEO of Jaguar Land Rover said: “Service leavers are an excellent talent pool for Jaguar Land Rover. We believe that there is a close alignment between our company’s own values and attitudes, and the unstoppable persistence of Armed Forces veterans.”

Meanwhile, Ian McCubbin, Senior Vice President, GlaxoSmithKline North America, Japan and Global Pharma Supply, said: “GSK’s values and the military values are fully aligned and we believe people who enjoyed and succeeded in a military field will personally succeed in GSK and return much to the company. By working closely with the Career Transition Partnership, we can ensure everyone making the move is fully supported.”

From large multi-national organisations to local SMEs, employers across a wide range of industry sectors look to the CTP for a recruitment service that’s streamlined, effective and, most importantly, introduces them to candidates who they know can do the job.

For further information about how the CTP can help you access the ex-military talent pool through their no-cost recruitment service, visit: ctp.org.uk/employers.

This article first appeared in the fifth edition of The Human Age newspaper – to read the full publication, click here.