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
Iain Wright, Chair of CIPD Policy Forum, dissects what the UK Autumn Statement really means for the world of work, skills and the economy
Charles Cotton analyses CIPD data on pay transparency to uncover how many employers have decided to be transparent about pay, and what motivates that decision
Mark Beatson looks at the latest data on staff morale in the public sector and finds that it’s declining, driven by excessive workloads and staff shortages
Explore our collection of resources and Q&As covering the recruitment process, from pre-employment checks and case law, to employing overseas workers
This report explores employees’ experiences of menstruation and menstrual health at work and details how employers can develop a supportive culture
Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions this autumn
A report seeking common ground in skills policy across the UK’s four nations