Theme spotlight: Recruitment levels
Increasing competition for talent and shortages in the labour market have made it difficult to recruit people at all levels. Recruiting for senior and skilled roles has proved most challenging for employers, but organisations have also struggled to attract low-skilled candidates.
Employers looking to recruit people at different levels should think holistically about their workforce and take a proactive approach to widening their talent pools. To adopt a more proactive approach, consider varying your outreach efforts and the channels you use to attract people. Organisations should also take time to engage candidates throughout the recruitment process and remove any barriers that might stop people applying at different levels.
Download the report and case studies below
Report: Resourcing and talent planning 2022Download the report
Case studies: Resourcing and talent planning 2022Download the case studies
Use our flowchart to assess roles for hybrid working, considering the nature of the work undertaken in a role
Introduces the basics of reward, which includes pay and benefits, and outlines the UK legal position
Outlines the purpose of pay structures and progression, including the common ways of structuring pay and determining, reviewing and controlling pay progression
Insight from the CIPD’s survey into factors driving pay decisions in UK workplaces and recommendations for practice
Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees
Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions this winter