Government Spends ￡590k to Gauge Employee Engagement | Is a Degree Still a Necessity? ?? | 4 Reasons to Start Your New Year Job Hunt Now! ??

Government spends ￡590k to learn more about staff opinions on WFH and employee engagement?

One of the hottest topics within the working world in 2023 looks set to continue well into the new year, with it recently being reported that the government has spent nearly ￡590,000 over the last few years to better understand workplace happiness, including how civil servants feeling about working from home and returning to the office.

It may come as no surprise that the research revealed that those surveyed resoundingly wanted to maintain the flexibility afforded to them when working from home, with only 3% indicating they wanted to return to the office after the pandemic when they were asked early on during the research process.?

Though costly, the government stated that the research was carried out to provide ‘actionable insight’, with many questions attempting to gauge how employees feel about their work-life balance and the sense of community within their workplace, aside from simply focusing on working from home.?

Improving employee engagement and satisfaction can have a huge impact on productivity and motivation in the workplace, and lead to increased overall business performance, so, while not every business has the budget to spend on costly research, it makes sense for organisations to invest in ways to understand areas of strength, and those they can in improve on.?

Here are some initiatives we recommend implementing to learn more about employee engagement within your organisation in 2024, some of which helped us achieve our Investor’s in People Silver accreditation!

? Surveys and Feedback - Regularly conduct surveys to gather feedback on various aspects of the workplace, including job satisfaction, work environment, and overall employee engagement. These can be free or low-cost to send, via resources such as Google Forms and Survey Monkey.

? One-on-One Meetings - Schedule regular one-on-one meetings or appraisals between employees and their supervisors to discuss goals, challenges, and individual needs. This personal interaction can provide valuable insights, so ensure these meetings are scheduled in the diary, with an area available in which your employee can talk freely and confidentially.?

? Employee Focus Groups - Form small focus groups with employees from different departments or levels to discuss specific topics related to engagement. This allows for more in-depth qualitative insights.

? Exit Interviews - Conduct exit interviews to understand the reasons behind employee departures. This can provide valuable information about areas that may need improvement in terms of engagement and reduce the risk of losing other members of staff due to factors that can be easily changed.?

? Performance Reviews - Incorporate discussions about job satisfaction and engagement into regular performance reviews. This ensures that employee engagement is an ongoing part of the conversation.

? Social Events and Team-building Activities - While work socials and activities can be a great way to motivate a team and allow people to get to know each other better, it’s also a good idea to observe employee interactions during these events. Positive engagement in these settings can be indicative of a healthy work culture.

? Open Door Policy - Establish and promote an open door policy, encouraging employees to share their thoughts, concerns, and suggestions directly with management.

? Internal Communication Channels - Utilise internal communication channels, such as company-wide newsletters or online platforms, to share updates, recognize achievements, and foster a sense of community.

? Training and Development Opportunities

Assess employee engagement by evaluating the participation and enthusiasm for training and development programs. Engaged employees are often proactive in seeking growth opportunities.

? Innovative Feedback Mechanisms - Implement creative feedback mechanisms, such as anonymous suggestion boxes, digital feedback platforms, or pulse surveys, to encourage honest and open communication.

To learn more about engaging teams and retaining staff, visit our blog, where we regularly share our tips and advice for employers looking to improve their company culture.?

45% of employers say an applicant having a degree is ‘not important’

Is a candidate having a degree truly necessary when it comes to recruiting? Apparently not, according to new research, recently reported by People Management magazine , which reveals nearly half of employers don’t rate a degree as being important. 39% did indicate it was quite important to have a degree, but not essential, with only 6% stating this would be a deal-breaker for their organisation, though this figure does rise to 21% in the London area.

The survey further revealed that, in fact, 73% of businesses nationwide value a candidate’s willingness to learn above their existing skillset, and 80% would be open to hiring an underqualified candidate with a view to upskilling them,?

When asked about this shift, Jemma Rawlins, director at HRLife, told People Management, “Most recently, there is a huge focus on hiring for attitude, cultural fit, and of course skills rather than necessarily having a degree. Firms were starting to focus more on skills and ability, rather than basing their decision on “a degree that they may have gained many years ago”.

She added that while job descriptions often state that a degree is required, sometimes companies do not use it as a factor in shortlisting candidates indicating that it may be time to rethink the traditional job description. As awareness of the value of skills-based hiring grows, People Management highlights that collaboration will also be required from employees at every stage of the talent lifecycle to embrace the changes to the hiring landscape.?

Are you a hiring manager who is open to skills-based hiring? Maybe you’re an employee who landed your dream role without a degree? Let us know your thoughts on this topic in the comments!?

Read more here: Half of employers say degrees do not matter when hiring, survey reveals (peoplemanagement.co.uk)?

The 4 reasons you should start your new year job hunt NOW!

Thinking about a new role for 2024? If so, you’re not alone, as a new study of 5,000 UK workers has revealed that 22% of people have bought into the ‘new year, new job’ mindset and want to kickstart 2024 with a new role.

Here’s our top 4 reasons why you should get ahead and begin your job hunt now!

?? Less Competition

Many other job seekers will put their job search on hold during the festive season, assuming that companies are not hiring. This can create a relative lull in job applications, giving you an advantage with less competition.

?? New Year, New You!?

Going through the application and interview process at the end of year means that you could be starting your shiny new role feeling fresh-faced and relaxed in January, depending on your notice period!

?? Utilising Hiring Manager’s Time

As January is a very busy month for many businesses, it is likely hiring managers will find it harder to find the time to conduct interviews. Utilising quieter periods means they can give the process their focus and invest in finding top talent, often resulting in a quicker hire!

?? Year-End Reflection

The end of the year is an excellent time to reflect on your career accomplishments, evaluate your goals, and consider where you truly want to go next. Job seeking often require a substantial commitment, and taking the time to clarify your objectives can help you make informed decisions about your future career path.

Start your new year job search with us today!???

Working collaboratively with our clients to connect them with the right talent, at the right time, is what we do best. We specialise in a multitude of sectors nationwide, including HR, Legal, Finance, Procurement, Social Housing, Local Government and Property Management and work with high quality contractors, consultants and professionals in both temporary and permanent placements.

So, whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted specialist recruitment partner since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here. For more about our specialist team of consultants and read testimonials from our clients at www.jarsolutions.co.uk.

Interested in starting a rewarding new career with uncapped commission and realistic progression opportunities? Learn more about working at James Andrews and check out our latest internal vacancies here: https://www.jarsolutions.co.uk/work-for-us