As the professional staffing arm of ManpowerGroup, we connect employers to highly specialised, in-demand talent - accelerating careers and driving business growth. We execute professional staffing strategies across all industries, with core expertise in Finance, Engineering and Life Sciences, championed by dedicated and experienced teams focusing in these areas.
Over the past year, we’ve witnessed a dynamic shift in the economic landscape, from a post-pandemic boom, to talks of a recession, to a gradual reduction in demand. However, amidst these fluctuations, one constant remains: strong hiring intentions.Yet, a stark disparity persists between workers’ desires and employers’ offerings, coupled with ongoing talent shortages at a near 20-year high, hindering UK business growth.In our latest edition of the Human Age newspaper, we delve into the labour market trends that contribute to The Future Forces of Work. We discuss strategies to drive positive change and overcome the challenges presented.Highlights include:What do employees want? – We surveyed over 5,000 workers to learn what they really want to go from surviving to thriving at workUnlocking new opportunities while embracing experience – Everything you need to know about hiring and retaining seasoned workersCan AI help break bias in the recruitment process? – Why recruiters should limit expectations on AI increasing diversity at workWalk the talk on ESG commitments – The importance of a clear and genuine stand on global issuesAnd much more! Take a look > >
UK employers indicate hiring confidence remains positive for every sector in the fourth quarter 2023, with a slight decrease of two percentage-points since last quarter to +27%, according to the latest ManpowerGroup Employment Outlook Survey (MEOS).MEOS is based on responses from 2,030 UK employers and asks if they intend to hire additional workers, maintain current headcount, or reduce the size of their workforce in the coming quarter (October to December 2023). It is the most comprehensive, forward-looking employment survey of its kind and is used as a key economic indicator by both the Bank of England and UK Government.“Organisations are presently engaged in a game of ‘talent Tetris’, where they’re having to make careful but quick decisions about who to hire, which skills gaps to prioritise and what hiring costs to hold back on until the wider economic situation improves”, says Chris Gray, Director, ManpowerGroup UK. “Employers need to move faster – turning the positive hiring intentions into actions and tangible decisions around recruiting and upskilling – is going to be the best way to address skills and productivity gaps and avoid potential stagnation.”“Businesses have had to navigate high inflation, industrial action, and broader changes in employee demands over the course of this year and looking ahead to the last quarter these factors are all adding more pressure to make the right hiring choices. Employers are behaving and thinking differently in order to ‘win the game.’ Nearly half (47%) of all UK employers believe work-life balance is the most important driver of increased workforce productivity. At the same time, around a quarter (24%) are more willing to recruit those who don’t meet all technical skills requirements.”The latest MEOS survey shows that UK employers are widening their talent pools to respond to skills shortages. More than a third (36%) say they are willing to hire older applicants who are seeking new employment or a change in their careers. A quarter (25%) say they have been more willing to hire candidates who have been unemployed due to caregiving responsibilities, with a similar amount (23%) more willing to hire long-term unemployed applicants.ManpowerGroup Employment Outlook Survey ReportManpowerGroup Employment Outlook Survey Infographic
Employer hiring confidence has grown in almost every sector, rising by eight percentage-points to +29% since last quarter, according to the latest ManpowerGroup Employment Outlook Survey.The ManpowerGroup Employment Outlook Survey is based on responses from 2,013 UK employers and asks if they intend to hire additional workers, maintain current headcount, or reduce the size of their workforce in the coming quarter (July to September 2023). It is the most comprehensive, forward-looking employment survey of its kind and is used as a key economic indicator by both the Bank of England and UK Government.The optimistic UK Net Employment Outlook follows a global trend and indicates the country’s businesses are remaining competitive in challenging economic circumstances. The Outlook is only five percentage-points lower than this time last year, when overall jobs vacancies were at record high levels. Despite the positive uplift, many employers are still having great difficulties in sourcing the right talent amidst rising costs.“The intention to hire remains very positive for most businesses,” says Chris Gray, Director, ManpowerGroup UK. “Especially if you consider how this year began with concerns of a recession, and where we are in terms of inflation and the cost-of-living. We should lean toward the opportunities this positive Outlook indicates, as we’re still seeing concentrated demand in our real-time data for very specific skills across all sectors.”Gray continues: “The intent to hire is promising in many areas but it comes partly due to the high number of reoccurring unfilled vacancies proving hard to fill due to niche skills scarcity. It also contrasts with the realities that high-volume employers are experiencing where speed to hire is more of a challenge. Ongoing talent supply issues are restricting UK business’ ambitions to grow, aligning what British employers need with the shortage occupation list will bolster our global competitive standing.”Some industries that have been in the spotlight lately because of mass layoffs, are unexpectedly seeing some of the biggest increases in terms of hiring Outlook. They include Financial and Real Estate which has had a 14% boost on the quarter with the Outlook now at +40%.ManpowerGroup Employment Outlook Survey ReportManpowerGroup Employment Outlook Survey Infographic
UK employers report a buoyant labour market with the Net Employment Outlook rising to +21%, up two percentage-points since last quarter and down ten percentage-points on Q2 2022.In the context of record low unemployment and a historically tight labour market, employers continue to struggle to attract skilled talent, and in demand workers can’t find employers that fit their pay and skills needs. ManpowerGroup is advising employers revisit their essential skills requirements and consider what can be learnt on the job.The ManpowerGroup Employment Outlook Survey is based on responses from 2,020 UK employers and asks if they intend to hire additional workers, maintain current headcount, or reduce the size of their workforce in the coming quarter (April to June 2023). It is the most comprehensive, forward-looking employment survey of its kind and is used as a key economic indicator by both the Bank of England and UK Government.“Our survey continues to show strong hiring intentions despite the economic climate, but hiring intentions are not translating into filled vacancies.” said Chris Gray, Director at ManpowerGroup UK.“There is a mismatch between what workers want and what employers are offering. Employers across the country are still keen to take on new talent, and workers want to take on higher paying roles with greater development opportunities. However, they aren’t seeing these jobs advertised. Job descriptions are going unread because they aren’t offering the skills growth workers want. Employers need to be clear about the progression opportunities and the training they are providing.”Approximately ten million people in the UK currently do not have a job, with 1.2m of those being unemployed and the remaining 8.9 million classed as economically inactive. “It’s time to bring these workers into the fold,” continues Gray.ManpowerGroup Employment Outlook SurveyReportManpowerGroup Employment Outlook SurveyInfographic
Organisations are under more pressure than ever to find talent with the right skills, whilst increasing workforce performance and productivity. On top of this, employers in the UK have ambitious plans to increase headcount at a record rate. Businesses are proactively recruiting following the pandemic, yet struggle to fill vacancies.With employers reporting that they can’t find the skills they need, there is an opportunity to think differently, closing the skills gap and building a talent pool for the future, to fulfil the need for in-demand talent today and tomorrow.In this free webinar, our panel of experts discuss how training and upskilling can provide a solution to the growing challenge of talent shortages and ways organisations can build their talent pipeline to strengthen workforce performance. Joined by Gary Joyce, Transport Controller and NTM for Calor the panel also discussed:Mastering talent sustainability – What can employers do to ensure their workforce has the skills they need to move towards a net zero talent ecosystem?What are the benefits of motivating and upskilling workforces for organisations?What is MyPath and how can it support your organisation’s search for new talent?WATCH NOW
There’s a revolution going on, and it started with a virus.As the first wave of Covid 19 crashed across the UK, and large swathes of the workforce moved to remote working, WFH became a familiar meme to millions. According to the Office for National Statistics, at the peak of the first wave, almost half of all workers were working from home at least one day a week. In the communications, information and tech industries, WFH numbers were close to 70%. Almost overnight, long-established work routines were replaced by Zoom calls, casual dress, flexi-hours, and the commute from bedroom to kitchen. For many workers, this was ‘working 2.0’ and they liked what they found.Now, as the pandemic recedes into memory, businesses are playing catch-up at a frenzied pace and the demand for workers to return to the office is being led by government. However, this clarion call is falling flat with ‘Worker 2.0’. Recent Google mobility data indicates that the UK’s daily commuter numbers are still more than 20% below pre-pandemic levels, and a global study reveals that among industrialised nations, the UK has the highest percentage of workers (16%) who would sooner quit their job than return to the old nine to five way of working. oweverThese realisations should come as no surprise to keen observers of the UK labour market. In an era where job vacancies have outstripped job seekers for the first time, workers know they can get what they want, and our own research reports an expanding re-invention of work by workers. From the production line to the home office, employees are demanding more workplace flexibility, fair wages and greater autonomy as a norm, effectively redefining what is “essential” for work and for workers. With deeper analysis revealing that 45% of employees want flexible hours, 35% want hybrid working, and 49% would move to an organisation that gives them better wellbeing, we can be sure that the macro effects of WFH are not temporary and that WFHForever signals permanent change.What does this mean for employers? It means forward thinking organisations must offer hybrid working to their employees if they are to retain and recruit top candidates. Allowing employees to choose where they work and when they work has become a gamechanger in the battle to secure good talent, with some of the biggest organisations already offering this flexibility to their entire global workforce. In reverse, it should be expected that companies who prefer the old status quo will risk losing out in the future hunt for best workers. This is especially pertinent for the IT/Tech sector where our recent ManpowerGroup Employment Outlook Survey discovered 49% of organisations expect to enlarge their workforce in Q3 2022 – the joint highest hiring outlook for all sectors in the UK – and competition for top employees is likely to be fierce.As with many revolutions, a sudden flashpoint has revealed that what seemed set in stone was truly built from sand. Covid 19 has shown that UK workers crave change, and the old way of working is no longer working. Companies that embrace this new world of work and give workers what they want may enjoy the greatest opportunities for success as the post-pandemic recovery continues to accelerate.Learn more about the future of UK employment and the trends we foresee that may affect your organisation. Get ahead and stay in front. Download your free copy of our Great Realisation whitepaper now.
The trends driving transformation in this new world are not new, but newly urgent.2022 has the potential to be one of the most transformative years in recent history. As we enter the post-pandemic reality, companies are realising they need to do more to attract and retain skilled, diverse workers and people in turn are looking for more from their employers to thrive at work.This has led to the emergence of what we’re calling the Great Realisation – where both workers and companies are recognising the need for something new and different.Demand for talent is at a record high, with our latest Manpower Employment Outlook Survey showing +31% of employers are looking to hire but nearly 7 in 10 of them report not being able to find the skills they need. With demand outweighing supply, candidates are firmly in the driving seat, asking for more from their employers – prioritisation of wellbeing, flexibility, competitive pay, purpose and opportunities for skills development.The tech revolution is having a seismic impact as well, with investment in digitisation accelerating as a result of the pandemic. As more organisations adopt new technologies and push forward with digital transformation initiatives, there’s a renewed urgency for employers to upskill and reskill their workforce for the jobs of the future.As for DEIB, this has become more important than ever as employees increasingly expect organisations to be transparent around progress, not just pledges. The gender gap needs increased attention too, with 51% of women feeling less optimistic about their career prospects than before the pandemic, and 57% planning to leave their current job within two years.But companies are making strides towards transformation. The pandemic exposed weaknesses that many businesses may not have even known they had, propelling them to increasingly experiment with new workforce strategies and models to plug the gaps.In our latest edition of the Human Age newspaper, we explore all the labour market trends contributing to the Great Realisation in detail, as well as some of our own initiatives and solutions for tackling the challenges of today’s world of work. The Human Age provides practical solutions to transform your business for the post-pandemic world. Explore the paper now:READ THE HUMAN AGE
Despite the impact of the pandemic on unemployment, the labour market has roared back to life, and there are already signs of the sector tightening as in the start of 2020.Organisations have increasingly specific skills’ needs as transformation accelerates, and challenges that existed pre-2020 still remain as competition returns and demand for workers outstrips supply. Over three quarters of British employers report difficulty filling roles, making the need to find new ways to close the skills’ gaps even more urgent.Consumer habits have changed as a result of the pandemic. Footfall in urban centres remains low as demand for delivery drivers continues to boom. Post-pandemic home renovations outweigh the prospect of a holiday abroad as construction hiring grows across the country. IT and digital roles cannot be filled fast enough as home and hybrid-working models cement themselves for the foreseeable future – all at a time when labour mobility is down as a result of global lockdowns and Brexit. This leaves the UK with a workers’ market, as employees act more like customers in how they are consuming work — seeking flexibility, competitive pay and fast decisions. Businesses across the UK need to understand What Workers Want and be committed to offering it at speed in order to snap up the best of what our workforce has to offer.Businesses remain optimistic. Demand as it is can only mean the economy is roaring back to life, and faster than it did after the last recession. Employers are ready to bring their workers back as restrictions lift and the UK gets ready for the Great Jobs Reset. Now is the time for employers to get creative to attract and retain talent. The Human Age provides practical solutions to build your workforce back better – helping people to pre-skill, upskill and reskill for in-demand roles to create a better and more sustainable workplace.Download your copy of the paper now by completing the form below and discover how ManpowerGroup sees employee priorities changing, what companies can do today to ensure they remain an employer of choice in years to come and how to be part of the Great Jobs Reset.
The ManpowerGroup Employment Outlook Survey for the third quarter 2021 was conducted by interviewing a representative sample of 1,764 employers in the UK.All survey participants were asked, “How do you anticipate total employment at your location to change in the three months to the end of September 2021 as compared to the current quarter?”Interviewing was carried out during the exceptional circumstances of the COVID-19 outbreak. The survey findings for the third quarter of 2021 are likely to reflect the impact of the global health emergency, and may be notably different to previous quarters.The survey results for this quarter report that:UK jobs Outlook increased by the biggest margin in Europe bar IrelandHospitality and retail lead the jobs resurgenceUK now facing one of the largest talent shortages in the worldEasing lockdown restrictions have resulted in a dramatic increase in UK employers hiring intentions, according to the latest ManpowerGroup Employment Outlook Survey. The national Outlook is +8%, a six-year high and a 13-point increase quarter on quarter, the strongest growth of any European country bar Ireland. Sectors like Retail and Hospitality, and Finance and Business Services, have all seen double digit increases and lead this resurgence in the UK employment market. The boom in hiring means the UK now faces an acute talent shortage that could hinder its post COVID recovery.Chris Gray, Director, ManpowerGroup UK says: “After the weakest twelve months for the UK’s jobs Outlook in 30 years, employers are raring to get back to normal and capture the wave of pent-up consumer demand. The employment Outlook has seen the sharpest quarter on quarter increase since 2002 and the largest year on year record to date. Much of this is likely to be companies making up for hiring freezes and redundancies undertaken over the past 12-months. The dramatic growth in hiring intentions among small (15%) and mid-sized (19%) businesses – so often the real engines of economic growth – is a shot in the arm for UK plc.”ManpowerGroup Employment Outlook Survey ReportManpowerGroup Employment Outlook Survey Infographic
The ManpowerGroup Employment Outlook Survey for the first quarter 2021 was conducted by interviewing a representative sample of 1,306 employers in the UK.All survey participants were asked, “How do you anticipate total employment at your location to change in the three months to the end of March 2021 as compared to the current quarter?”Interviewing was carried out during the exceptional circumstances of the COVID-19 outbreak. The survey findings for the first quarter of 2021 are likely to reflect the impact of the global health emergency, and may be notably different to previous quarters.The survey results for this quarter report that:UK employment Outlook least positive in EuropeOptimism returns in vital finance and business services sectorExodus of EU workers creates opportunity for UK workforce but skills shortages loom in key sectors like Construction.The UK jobs Outlook has rebounded six points in the last six months to -6%, according to the latest ManpowerGroup Employment Outlook Survey, but the picture is disappointing compared to the rest of Europe and the labour market is increasingly divided. Sharp improvements in finance and business services and construction are offset by new falls in retail and hospitality, while the outlook in London has hit an all-time low.Mark Cahill, Managing Director, ManpowerGroup UK says: “The headline numbers are steadily moving in the right direction, and we are seeing a continued resurgence in key sectors like finance and business giving us reasons to be cheerful as we head into 2021. However, despite this positive trajectory, the UK remains the least optimistic in Europe, with continued uncertainty over Brexit and the effects of a second COVID-19 wave still looming large. Looking further ahead, our data also shows that only 49% of employers expect their hiring to return to pre-pandemic levels within the next 12 months.”Retail and hospitality is down two points to -13%, the weakest on record. Cahill continues: “The further decline of Britain’s high streets is deeply concerning. Shops, restaurants and bars have remained mostly shut across the country, and the young people who make up a large proportion of workers in this sector have often borne the brunt. Stalwarts like Pret a Manger and TM Lewin are closing their doors as demand for quick lunches, smart shirts and suits has dried up, while Caffe Nero is on the brink of insolvency.”ManpowerGroup Employment Outlook Survey ReportManpowerGroup Employment Outlook Survey Infographic
On 1 January 2021 freedom of movement with the EU will end and a new immigration system takes effect. With the full rules and details recently published, now is the time for employers to make final preparations so they are ready for this important date.Available to watch on-demand, our ‘Right to Work and the EU Transition’ webinar is hosted by ManpowerGroup Compliance Director James Levey and Ian Robinson of Fragomen LLP. It outlines the key points organisations should be considering to avoid disruption and to ensure they are complying with the new rules.The webinar summarises the latest on the new immigration legislation, and what steps employers should be taking to review and adapt current immigration practices for both existing employees and future hires.The session discusses:Key dates to be aware of to remain compliantPotential risks to organisations and how to interpret the guidanceUnderstanding the rules from a practical perspective – what are the key takeaways?Processes companies must implement to remain compliantPreparing to hire EU nationals and non-EU nationalsWatch Now
Since the World Health Organization declared Covid-19 a global pandemic in March 2020, employers in every nation have been navigating a new landscape. Organisations of all sizes and from every industry have had to exercise unexpected measures that weren’t outlined in contingency plans. Despite uncertainty around the trajectory of Covid-19, organisations are determined to rebound and reinvent themselves, thinking about the long-term adjustments and improvements they can make for their entire workforce.With the right combination of data and insight, companies can ensure their workforce strategy aligns with their business strategy. This year, ManpowerGroup Talent Solutions’ Total Workforce Index™ takes a deeper look at talent availability, comparing the percentage of remote-ready workforces in different markets and exploring the availability of in-demand talent to assist organisations in keeping pace with the next normal.The Total Workforce Index™ is the only index of its kind that analyses over 200 factors across 76 markets for a comprehensive and comparative view of four key factors: Workforce Availability, Cost Efficiency, Workforce Productivity and Regulation.Just as the Gross Domestic Product (GDP) of a market is used as an economic indicator for measuring the size of an economy and how it’s performing, the Total Workforce Index™ may be used as an indicator of workforce potential. Total Workforce Index™ rankings provide important perspectives and insights that can influence organisations’ short- and long-term workforce planning strategies. The rankings help to address critical planning questions, such as:Where are the best locations to find workers with the skills needed, especially as new roles emerge and as technology enables employers to pursue more aggressive remote work strategies?What is the right remote versus onsite workforce strategy?Which markets would best meet diversity and inclusion goals?What factors should organisations consider as they choose a new company location?How can organisations plan workforce mix by location – city, province and/or country?How do shifting regulations and changing wages impact a specific location?Download the full report to learn more:
With changes to the off-payroll rules delayed until April 2021 just 10 days before it was due to be implemented earlier this year, you’d be forgiven for thinking it was likely to be delayed again this time around.Whilst we don’t have a crystal ball to confirm with absolute certainty, all indications are that the changes are very likely to go ahead this time, with the amendments now passed into law. ManpowerGroup’s IR35 expert, Simon Higgins explores what the changes mean and what organisations should do to help ensure they are prepared.Available to watch on-demand, the one-hour IR35 refresher webinar discusses:A general update on government progressEmployment Engagement options including Statement of WorkHow to manage status determinationsUsing Umbrella companiesWatch Now
You’ve settled into a job that seems to work for you and your goals. Until you changed your mind.You are not alone. Staying in the same job for your whole career is no longer the norm. Changing university or training programmes, a role within your company or even the industry you work in is becoming more common in today’s transforming economy.It is not always clear what the future of work will look like. But we do know that soft skills, adaptability and learnability will be the building blocks to ensure long term employability and career satisfaction.For young people, exploring a variety of skills and paths now can help in the long term. There are also ways to strategically change direction and build on your journey. Here are a few tips on how to prepare for a career pivot:Focus on soft skillsDeveloping soft skill abilities can have an immediate and long-term impact on any career. The soft skills employers want most are communication, collaboration and problem-solving. This means focusing on creativity, leadership and learnability will pay off no matter what field you ultimately find yourself working in.Get frequent feedbackAs much as we dread performance reviews, human feedback and communication help us become resilient and understand the ways in which we can improve. Others can see blind spots we don’t see in ourselves. Unsure if you’re on the right track or if you should reassess? Seek out help and feedback.Ask more questions‘I don’t know’ are three of the hardest words to say. It can be difficult to admit when you need help. But no one can understand everything. Use this to your advantage by asking questions on any topic where you may be unsure. If there is a different skill set you’d like to develop, or a different career opportunity you wish to pursue, seek out people with a higher level of relevant experience than you and ask for their insights, you might be surprised at how willing people are to share advice and assistance.Changing your mind and pivoting doesn’t have to be a setback. By building your soft skills and gathering information from educated resources you can put yourself in a strong position to tackle new challenges and progress your career in new directions.
The ManpowerGroup Employment Outlook Survey for the fourth quarter 2020 was conducted by interviewing a representative sample of 1,258 employers in the UK.All survey participants were asked, “How do you anticipate total employment at your location to change in the three months to the end of December 2020 as compared to the current quarter?”Interviewing was carried out during the exceptional circumstances of the COVID-19 outbreak. The survey findings for the fourth quarter of 2020 are likely to reflect the impact of the global health emergency, and may be notably different to previous quarters.The survey results for this quarter report that:UK jobs Outlook for Q4 2020 at -8%, up 4 points from last quarter’s 28-year lowEarly signs of twin-track recovery as construction, finance and manufacturing all rise sharply while retail and hospitality are unmovedTwo-thirds of employers to overhaul workplace policies on remote working, flexi-time and new skills.COVID-19 continues to weigh heavy on the UK employment market but there are clear signs of improvement in the final quarter of 2020, according to the latest ManpowerGroup Employment Outlook Survey. While the Q4 UK Employment Outlook is -8% – a near-historic low – new data reveals a 4-point lift compared to the previous quarter. As lockdown eases and employers embrace new ways of working, the uptick is driven by stronger hiring intentions in utilities and agriculture as well positive momentum in several other key sectors.Mark Cahill, Managing Director, ManpowerGroup UK says: “The headline number illustrates just how tough the labour market is currently. This is still the second weakest Outlook we’ve seen since 1992. But the four-point national increase from last quarter, along with a positive trend in several key sectors, is cause for some cautious optimism. Despite the end of the furlough scheme in October and signs of a resurgence in the virus in some areas, employers expect the UK jobs Outlook to be tentatively heading in the right direction as 2020 ends.”The main bright spots among the sectors for Q4 are utilities (+4%) and agriculture (+8%) – the only sectors in positive territory. Elsewhere there are indications of progress. While still low compared to historic norms, finance and business services saw a nine-point upswing to -7% this quarter – its biggest quarterly bounce since 2005. Manufacturing and construction are up sharply, from -14% last quarter to -7% in Q4. In contrast, two key sectors stand out for their continued weak performance. Transport, storage and comms is languishing on -17%, up slightly from -21% in Q3, but still very downbeat. Retail, wholesale and hospitality remains on -10%, an equal all-time low.ManpowerGroup Employment Outlook Survey ReportManpowerGroup Employment Outlook Survey Infographic
A dramatic workforce transformation is happening in front of our eyes. COVID-19 began as a health crisis and is playing out as an economic crisis and a social crisis. Work literally left the building and whole industries are disrupting at speeds never seen before.Workforce demand is shifting too. Increased demand for cyber security experts, data analysts, software and app developers and new roles like contact tracers, distance monitors and temperature checkers are emerging as fast as others decline in aviation, hospitality and entertainment.Read the full report by filling out the form below:
Finding a new role in the current climate is challenging to say the least. With the job market becoming more saturated, and interviewing and onboarding increasingly taking place virtually, jobseekers are finding themselves in unfamiliar territory. Based on the trends that we are seeing among employers and jobseekers over recent weeks, here are some tips on how to navigate this new world.Seek out niche job channelsWhen it comes to the job search, with more people on furlough or out of work we’re seeing people flocking to online job-posting boards and applications skyrocket. These sites condense a wide range of positions into a digestible format for candidates to browse roles at speed. While in the talent-scarce market of 2019 this was efficient for jobseekers, now it can lead to saturation for each role. To counteract this, jobseekers can explore channels further afield in their search for a new role, exploring industry-specific job sites and company websites over the more general job listing pages.Nurture your learnabilityEmployers are looking for real work experience coupled with human skills and learnability. Whether working or on furlough, it’s critical for jobseekers to continue to develop their learnability – the desire and ability to continuously acquire new skills – during the pandemic. Applicants can make the most of the abundance of online courses and opportunities to upskill or reskill which have flooded the internet over the last few months, and be prepared to showcase these skills and actions taken on interviews – illustrating how a candidate has made the ‘wait’ work for them.Hereare just some of the resources available to help you upskill.Productivity outweighs presenteeismThe way work gets done has had to shift to accommodate children out of school and family members needing more support. Employees no longer need to shy away from talking about OneLife – the balance of work and home life – during interviews. Instead candidates should highlight examples of their productivity in previous roles. Similarly, highlighting opportunities taken to spend time with family while on furlough and refresh to get ready for a new role is equally important.Make the best impressionIt’s important to remember that a virtual interview is as important as one in person. Previously, you would be evaluated on how you engage with the receptionist who greets you, small talk, the interview itself, all the way to walking to the lift to leave. These things remain true but are now online – the digital equivalent of a strong handshake is being prompt, establishing a strong presentation environment in which to take the call, and testing all the tech in advance to make sure it runs smoothly. Making eye contact is still key even in a virtual meeting, so position your notes up around your monitor to avoid dropping your eyes during the conversation. Consider your lighting, and posture to make a good impression – we’ve seen more and more people taking to standing up behind an elevated laptop, which gives a great screen presence. Finally, don’t forget that a virtual interview will be a window into how easily you’ll slot into a remote team, including how you will potentially interact with the manager or interviewer; be conscious of speaking over people, listen carefully, respond to the question at hand and, of course, the normal rules of a great interview apply: be prepared, give competency-based responses, use case studies and remain focused.Prepare for a remote inductionFinally, be prepared that once you have a new role, you may be asked to train and onboard remotely. Across industries we have seen a huge shift to remote activities for new starters. People need to be prepared that when they get a new job, they will likely be starting in a remote capacity. We’ve seen this even for roles which would traditionally be in a physical location – running onboarding and training remotely limits the number of people on site on any given day and facilitates social distancing.The future of work looks very different than it did just a few months ago. In this period of change, workers who are able to demonstrate their ability to adapt and remain resilient will be best positioned to stand out to organisations.
When you’re starting a new role, your typical first day might consist of meeting with your new manager, picking up your equipment, trying to learn the names of your co-workers, and working out where the post room, toilets and printers are. But what if your new job is remote? How will you get to know your colleagues, get up to speed on your role, or know who to contact when you have questions?Here are a few ways to make your first remote day on the job a great success.Understand the onboarding processReach out ahead of time to your line manager or HR contact to find out what onboarding will look like. The organisation might mail a laptop to you, or they may ask you to use your own device. They might take you through an induction on your first day via Zoom, Skype or Microsoft Teams, or perhaps they will email you an employee handbook. The company itself may still be trying to formalise its remote working procedures, so the process may not be as smooth as usual. Make sure you discuss the logistics of the onboarding process beforehand and fully understand what to expect.Practice the “route”It’s common to travel to the location of your new job before your first day to make sure you don’t run into any issues or get lost. The same is true of a virtual first day. Start to log on early to allow yourself plenty of time in case of technical difficulties. Make sure all the appropriate software is downloaded ahead of time and you know how to use the technology.Pay attention to your presenceIt’s likely that your first day will consist of at least one virtual meeting with your manager or your team. While you may be used to working from home in casualwear, remember to dress professionally in order to make a good first impression. Pay attention to your virtual environment, including the lighting in your room, items in the background, and try to minimise external noise.Find out how your team communicatesIt’s important to learn how your manager and your wider team prefer to engage with each other. Do they rely heavily on email, or do they tend to utilise video or voice calls? Do they use any internal networks such as Teams, Slack or Yammer to keep in touch? With regards to your manager, do they like to receive queries as they come up via email, or would they rather tackle everything in a weekly one-to-one call? Are there particular times of the day or week that they prefer not to be disturbed? Keep in mind that your colleagues might still be trying to work out their preferences as they adjust to their new routine. But knowing your colleagues’ communication styles will help you integrate with the team more quickly and foster positive interactions.Make yourself knownUsually when you start a new job, you’d immediately be introduced to lots of people in the office and learn what they do. You’d also find yourself bumping into new people in the elevator or the kitchen and forging new relationships that way. This process is likely going to take a bit longer and require more effort when you’re starting remotely. Let people know you’re the new person in any online networks like Slack or Yammer, or by sending some short emails to other people in your division. If there’s a team meeting, try to find a moment to introduce yourself and your role. You might even need to remind people who you are when contacting them by email or on a conference call, since they won’t be seeing you on a day-to-day basis. Before making a comment on a group call, simply state who you are and mention that you’re new to the company.Find work buddiesSince you’re not going to be chatting to colleagues in the kitchen over a cup of tea or having a welcome lunch, it’s a good idea to proactively reach out to individuals to get to know them better. Set up a virtual coffee chat to find out about their roles, the projects they’re working on, and anything they think you should know about the organisation. Share any questions you might have and ask for recommendations on other individuals you should get to know within the business. What insights can they share with you about the culture of the organisation?Seek out opportunitiesThe pandemic is causing workplace disruption like we’ve never seen and circumstances are evolving rapidly. Due to the fast-changing situation, you might find yourself not as busy as you expected, or even that certain projects you anticipated working on have been shelved and other tasks prioritised. Don’t complain, but rather try to identify opportunities where you can add value. Reach out to others to offer your help, and speak up in meetings to suggest ideas. Think about the additional value you can bring to the business.There’s no doubt that this is a difficult time to transition into a new role. But by being proactive, patient and flexible, you can smoothly integrate with your new team and prove your worth to the organisation.