RECRUITMENT OUTLOOK & SALARY SURVEY FOR … · Acquiring new talent to help keep up with the demand...

Y O U • U S • S U C C E S S

RECRUITMENT OUTLOOK & SALARY SURVEY FOR

STAFFORDSHIRE & CHESHIRE BUSINESSES

2017

Introduction 03

Personal & Local Workforce Recruitment Overview 04

Recruitment Challenges 05

Positions In Demand By Sector 06

Candidate Sourcing 07

Reasons For Employees Moving On 08

What Employers Are Offering Candidates 09

What Employers Think Makes A Good Employee 10

What Candidates Really Want 11

Candidate Pay Rises And Career Enhancement 12

Salary Survey 13

Salary Survey 14

Salary Survey 15

Summary Of Findings 16

Information Sources 17

Contents

02 | Appointments Personnel

Appointments Personnel are a local recruitment consultancy based in Newcastle under Lyme. Each year we enlist the help of our clients and candidates, along with our industry knowledge, to produce a detailed report that will give you a great insight into recruitment trends of Staffordshire and Cheshire businesses and candidates for 2017.

Employers are facing various challenges in both attracting, engaging and retaining staff that are hindering growth and productivity levels.

According to a productivity report issued by the UK Government in January 2017, up to 20 working days per annum is being lost due to a lack of internal support found in various industries and organisations throughout the UK.

Using information and statistics taken from both local employers and employees, our 2017 Recruitment Outlook Report and Salary Survey highlights important factors for engaging and retaining talent, the qualities businesses are seeking in candidates and what benefits and added value perks are most in demand from employees.

This report covers local recruitment trends, real time salary information, where employees go to find a new job, skills in demand, what perks jobseekers value and much more. We hope you will find our latest report useful.

Introduction

Appointments Personnel | 03

Best wishes

Emma BonfiglioManaging Director

For more help and advice, feel free to contact me on..

Telephone: 01782 338787

Email: [email protected]

Local Workforce Recruitment Overview


Responding to business growth

Introducing new skill sets to the business

Managing change

Covering holiday or sickness absence

Top reasons for hiring:

Figures from this year’s survey show a strong local labour market across Staffordshire & Cheshire with the intention for many businesses in our region set to increase both their permanent and temporary workforce in the next twelve months.

There are many reasons why employers have such a confident outlook on our local economy, most notable of which are Stoke-on-Trent’s bid to become the 2021 City of Culture, the HS2 rail line plans which will transform Crewe from a rail town to a high-speed rail city and the housing boom that is currently being experienced locally.

With such an optimistic viewpoint, the future looks bright for the local economy. The Staffordshire Chamber of Commerce Economic Survey for the first quarter of 2017 has reported that 62% of businesses are predicting their turnover to increase over the next 12 months, with 59% expecting profitability to also improve.

In our region, only 42% of businesses believe they are running at full capacity with the remaining 58% stating that productivity needs to be improved.

Acquiring new talent to help keep up with the demand for internal support is one of the key concerns for HR Managers, with over 50% citing that recruiting good quality staff to help fill technical and support roles is one of the most challenging elements of their role.

With Staffordshire and Cheshire looking forward to the improvements that the near future will bring to the economy, they are also planning ahead to help support the growth of their companies by planning ahead for their short and long-term recruitment needs

Our research shows 81% of local businesses plan to increase their permanent workforce in the

next 12 months.

43% of businesses plan to increase their temporary workforce (agency workers) within the

next 12 months.

Looking back to January 2014, only two out of ten local businesses intended to recruit temporary or permanent staff. As of January 2017, this has increased significantly and four out of ten employers intend to use temp agency workers to respond to growth and eight out of ten for permanent employees to expand their workforce.

Results have shown while large companies are always looking to increase their temporary and permanent workforce, this is now a driving force in the SME market and significant growth is inevitable.

81% 43%

4/10Temp

8/10Perm

Recruitment Challenges

Statistics from last year’s survey revealed that attracting candidate applications came top of the list of recruitment challenges. However, this year local employers have reported that their number one challenge has been filling particular roles, such as accountancy, finance, technical and managerial positions.

Although candidate attraction levels have improved this year, the number of employers stating the poor quality of applicants as an issue has risen significantly, even though there has been an increase in application numbers across the board. Employers have also reported high staff turnover rates in this years’ survey.

With the so many local businesses experiencing a period of growth and looking to attract candidates, the competition to engage applications from qualified and skilled individuals continues to be fierce across all sectors.

The most notable result of this years’ survey is the issue of local employers seeking good quality applications to fill particular roles. Managerial, technical, executive and accountancy and finance positions are proving the most difficult vacancies to fill with many individuals working in this sector having a wide variety of employment opportunities to choose from in the Staffordshire & Cheshire regions.

What’s the biggest recruitment challenge you’ve faced in the last 12 months?


Filling particular roles – 44%

Poor quality of applicants – 32%

High level of staff turnover – 12%

Redundancies – 6%

Attracting candidate applications – 3%

Staff training issues – 3%

Positions In DemandBy Sector

This years’ survey shows that competition continues to be fierce across all industry sectors locally, with most employers reporting that they have experienced difficulties in filling key roles across the business in the previous twelve months.

Many local businesses are finding engaging skilled and experienced candidates in these areas a struggle, with the majority reporting that they have seen a dramatic drop in the amount of good quality CV’s for these vacancies, along with heightened competition from comparable companies who are upgrading their salary and benefits packages in a bid to win the best local talent.

Which roles have you found the hardest to fill in the last 12 months?

Accounting & Finance

21%

Administrative & Office Support

5%

Marketing

2%

Technical

28%

Customer Service & Call Centre

14%

HR

5%


Sales

6%

Managerial Roles

16%

IT Support

3%

Candidate Sourcing Although this years’ report highlights that application numbers have increased from last year, sourcing the right candidates for roles has become the number one challenge for local businesses.

The results show that employers in the Staffordshire and Cheshire region have continued to move away from print media as the popularity and effectiveness of this sourcing channel has waned in recent years with the advent of digital recruitment platforms and social media.

Where do you go to find new employees and candidates?


We asked candidates if they had moved jobs in the last 12 months, who did they go through?

Own contacts

14%

Recruitment firm

44%

Jobs board

25%

Linked-In or another professional networking site

8%

Direct application via media advertisement

9%

Many businesses are collaborating with a recruitment agency to tap into hidden talent that may not be actively seeking a new role and to act as an introductory third party to high quality, professional candidates that have already been pre-screened and verified as suitable for the position.

When it comes to sourcing the best candidates locally, using a variety of online and offline channels rather than just one stand-alone tactic is essential when it comes to businesses gaining the best response rates. Over 72% of employers surveyed for this report stated that they use two or more candidate sourcing channels for any vacancy to improve the quantity and quality of the applications they receive.

Local businesses have begun to make the most of the digital recruitment revolution with many utilising jobs boards and online CV libraries as part of their recruitment strategy rather than just the traditional advert placed in the local paper.

Advert on company website – 31%Recruitment agency – 26%Online CV libraries – 14%Current employee referrals – 14%Advert on social media – 9%Advert in local newspaper – 6%

Which channel for finding new employees do you feel gives the best results?

Advert on company website – 28% Recruitment agency – 22%Advert on social media – 18.%Current employee referrals – 13.%Online CV libraries – 12%Advert in local newspaper – 7%

Reasons For Employees Moving On

Our survey has shown that staff turnover rates have increased slightly from last years’ report. Surveying local candidates, we looked at the number of respondents who were thinking of changing jobs in the next 12 months and examined the reasons behind employees wanting to move on.


Are you looking to change jobs in the next 12 months?

Yes 62% No 38%

How likely are you to look for another job outside of the company you currently work for?

Extremely likely – 31%

Moderately likely – 21%

Very Likely – 19%

Slightly likely – 17%

Not at all likely – 12%

Why will you be seeking a new role?

Better pay – 34%

A new challenge – 20%

Better career development opportunities – 18%

Flexible working or more suitable hours – 16%

Better perks and benefits – 12%

Salary has overtaken career development opportunities in this years’ survey as the number one factor for employees seeking a new role. When we gathered data on salary bands for those candidates who were seeking new roles elsewhere, the majority of those looking to move on sat within the £21,000 to £25,000 and £30,000 to £40,000 salary brackets.

What Employers Are Offering CandidatesThis years’ survey has shown that local employers are offering far more perks and benefits than ever before in a bid to attract good quality candidates and retain their existing employees. Career development programmes are still a popular part of employee benefits packages, with some less frequently seen perks gaining popularity.

Knowing what perks are being offered by local businesses acts as a solid benchmark for your own employee benefits package.With employees needs and expectations continually changing, it’s essential that local employers understand that these benefits are now perceived by the workforce as an essential part of the overall package and are no longer just a ‘nice to have’ bonus

What perks do you offer your current employees?

Pension

100%

Company car

17%

Subsidised childcare

15%

Healthcare

21%

Provision for flexible working

12%

Bonus or financial incentive scheme

18%

Subsidised meals

5%

Subsidised gym membership

7%

Extra annual leave

8%

Career development programmes

28%

Staff activities & days out

14%


What Employers Think Makes A Good Employee

With the skills shortage still having a direct impact on businesses throughout the Staffordshire and Cheshire region, our survey has shown that the battle to secure the best talent is still very much on.

With employers reporting a high number of unsuitable candidates this year as one of their top recruitment challenges, we asked what skills and personal attributes businesses look for when engaging a new employee and what characteristics are most in demand.

What do you feel makes a good employee?

The ability to communicate at all levels

in the organisation

13%

Self-motivation and

resilience

15%Team work

20%

Specific skill set

12%

Decision making and problem solving skills

10%

The ability to plan and organise work

effectively

15%

Flexibility

11%


Strong IT skills with a working knowledge of major software programs

4%

What Candidates Really Want

Having insights into what added extras candidates value the most is an important step into understanding which benefits and perks can assist in attracting quality applicants towards your company.

The results of this years’ survey show a marked shift from the previous year, where training and development ranked highest. This has now been replaced by salary being the number one priority indicating that candidates have become more aware of rising salaries due to the ongoing skills shortage. Local businesses are putting significant effort into candidate attraction and employee retention, so it’s worth noting the change in employee motivations this year.

Local businesses are putting significant effort into offering a wide range of perks to aid candidate attraction, and the results below illustrate which ones are of most value from an employee viewpoint.

Salary

29%Flexible working

15%Location

of job Career

development Job perks &

benefits Training &

development

What’s most important to you in your current job?

21% 19% 7% 9%

Local employers have also stated that higher than normal levels of staff turnover have been an issue over the past 12 months, with many employees being tempted away by new packages. Our survey again highlighted that a good company pension scheme and financial incentives were the main points of interest for candidates who are considering moving into a new role.

Aside from salary, which perks and benefits would most attract you to a new role?

Free or subsidised childcare

10%

Free or subsidised gym

7%

Healthcare packages

14%

Company car

9%

Free or subsidised meals at work

4%

Good company pension scheme

24%

Financial incentives & bonuses

20%

Car parking

9%

Company days out & activities

3%


Candidate Pay RisesAnd Career Enhancement

This years’ report shows that satisfaction levels regarding salary are falling amongst local employees, with many believing that they are not well remunerated for the role they hold. With the impact of the skills shortage still evident, many workers are striving towards promotions and pay increases, however their confidence in achieving these increases has lessened.

How well are you paid for the work you do?

Extremely well Very well Moderately well Slightly well

0% 17% 42% 22%

Not at all well

19%

are confident they will receive a pay increase, 48% are unsure whereas 15% aren’t

confident that their request will be granted.

How many opportunities do you have to get promoted where you work?

A great deal A lot A moderate amount A few

2% 6% 18% 29%

None at all

45%

have successfully gained a pay increase in the last 12 months

58%

are planning on asking for a

pay rise this year

66% 37%


With a good salary topping the list of local candidate must-haves, it is essential that employers recognise the motivations of their staff and anticipate that pay increases will be requested. The ability to gain an increase in salary through promotion is still as important to employees than ever, training and development programmes should remain an integral part of any employee retention strategy to keep hold of top talent.

Salary Survey - Staffordshire & Cheshire Salaries

Position Lower UpperOffice Support Senior Administrative Assistant £20,000 £25,000

Administrative Assistant £15,500 £23,250Receptionist £16,000 £18,000

Senior Support Senior Executive Assistant £20,000 £25,000Executive Assistant £20,000 £25,000Personal Assistant £20,000 £25,000Office Manager £20,000 £30,000

Secretarial Secretary £17,000 £20,000Legal Secretary £17,000 £24,000

Paralegal £18,500 £28,500

Medical Secretary £18,000 £23,750Audio Typist £16,500 £20,000

Customer Services Customer Services Supervisor £18,000 £26,000Customer Services Administrator £16,500 £20,000Customer Help Desk £17,750 £20,500

Call Centre Call Centre - Service £16,000 £18,000Call Centre - Admin £16,000 £18,000Call Centre - Sales £16,000 £18,000Team Leader £20,000 £25,000Manager £22,000 £40,000Trainer £22,000 £35,000

HR HR Director £55,000 £75,000HR Manager £30,000 £55,000HR Officer £20,000 £25,000HR Administrator £18,500 £25,000Recruitment Officer £17,000 £24,000Recruitment Manager £25,000 £35,000

Marketing Marketing Director £50,000 £65,000Marketing Manager £25,000 £45,000Marketing Executive £20,000 £25,000Marketing Coordinator £20,000 £25,000SEO Manager £25,000 £35,000Social Media Data Analyst £25,000 £28,000Digital Content Marketing Manager £30,000 £35,000Digital Marketing Assistant £19,000 £20,000Product Manager £28,850 £34,000

The salary survey results below have been gathered from real-time data collected from local employers and candidates, giving a true reflection of the pay levels for roles placed in the previous 12 months.

A mix of SME’s and larger companies from a variety of industry sectors took part in the survey as did candidates from a wide spectrum of office based specialisms.



Position Lower UpperSales Sales Director £50,000 £75,000

Sales Manager £30,000 £42,000Sales Executive £22,000 £35,000Telesales Executive £16,000 £20,000Sales Administrator £16,000 £18,000

Procurement Head of Purchasing £50,000 £80,000Purchasing Manager £36,000 £45,000Buyer £21,000 £28,000Purchasing Assistant £16,000 £20,000

Technical Production Manager £32,000 £45,000Production Team Leader £24,000 £28,000Production Planner £25,000 £30,000Quality Manager £29,000 £38,000Quality Co-ordinator £18,000 £23,000Quality & HS £30,000 £45,000Logistics Manager £25,000 £38,000Engineering Manager £35,000 £55,000Multi Skilled Maintenance Engineer £35,000 £49,000Mechanical Maintenance Engineer £33,000 £35,000Electrical Maintenance Engineer £35,000 £40,000Maintenance Engineer £35,000 £40,000

IT Support & Operations Support Manager £35,000 £45,000IT Support Engineer/Technician £25,000 £32,000IT Support Engineer - SQL £24,500 £27,500Senior Technical Support Engineer £32,000 £35,000Systems Administrator £35,000 £43,000Desktop, First/Second Line Support £22,500 £27,000Senior Applications/Production Support £35,000 £42,000

Infrastructure & Engineering Infrastructure Manager £40,000 £65,000Database Administrator £35,000 £65,750Network Manager £37,750 £55,000Network Engineer £35,250 £41,000Network Administrator £31,500 £40,000

Digital, E-commerce & Mobile Senior Web Developer £35,000 £55,000Web Developer £30,000 £45,000Web Administrator £20,000 £35,500Web Designer £30,000 £45,000



Position Lower UpperAccounting & Finance Qualified

Financial Director / Group FD £60,000 £130,000Group Financial Controller £40,000 £80,000Financial Controller £45,000 £80,000Finance Manager £40,000 £60,000Head of Audit £60,000 £100,000Internal Audit £35,000 £50,000Financial Accountant £32,000 £50,000Project Accountant £30,000 £60,000Group Management Accountant £32,000 £50,000Management Accountant £32,000 £50,000Financial Analyst £30,000 £40,000

Accounting & Finance Part Qualified CIMA/ACCA/AAT

Financial Accountant £22,000 £28,000Management Accountant £22,000 £28,000Assistant Financial Accountant £20,000 £24,000Assistant Management Accountant £20,000 £24,000Assistant Accountant £18,000 £22,000

Manager Credit Control £22,000 £35,000Accounts Payable £23,250 £35,000Accounts Receivable £23,250 £35,000Payroll £25,000 £41,000

Team Leader/Supervisor Credit Control £20,000 £25,000Accounts Payable £20,000 £25,000Accounts Receivable £20,000 £25,000Payroll £20,000 £25,000

Clerks/Administrators/Assistants

Credit Control £16,000 £21,000Accounts Payable £16,000 £21,000Accounts Receivable £16,000 £21,000Payroll £18,000 £22,500Accounts Assistant £17,000 £21,000


Summary Of Findings

This years’ Recruitment Outlook Report and Salary Survey has highlighted areas of particular concern for local employers and uncovered exactly what skills are most in demand and perks on offer to candidates.


Employers

In summary, there are a number of areas worthy of attention to help local employers overcome the problem of poor quality applicants.

1. Revisit your current benefits package to ascertain if it is inline with the expectations of quality candidates

2. Ensure that your recruitment strategy is as robust as it can be and seek out advice should you identify any areas for improvement

3. Utilise a variety of online and offline channels to publicise your vacancies and get them in front of the right candidates

4. Use our latest salary survey as a benchmark for current and future remuneration packages

Candidates

With so many opportunities on offer for local candidates, jobseekers can benefit from new approaches to searching for relevant vacancies and find their perfect fit with an awareness of what packages employers in our region are offering prospective new employees.

1. Utilise social , company websites and popular jobs boards in your search for new opportunities

2. Ensure that your CV and LinkedIn profiles are up to date before sending applications for vacancies

3. Use our latest salary survey information to manage pay expectations for specific roles

4. Be aware of the benefits and perks on offer locally and how they will fit with your individual needs

Information Sources Include:

• Office for National Statistics

• North Staffs Chamber of Commerce

• Market observations from Appointments Personnel consultants

• Independent research from Appointments Personnel clients & candidates

The salary & survey information contained on this document are given in goodwill and Appointments Personnel Limited uses all reasonable efforts to ensure that it is accurate. Appointments Personnel Limited shall not be liable under any circumstances for any loss, expense, damage, delay, costs or compensation (whether direct, indirect or consequential) which may be suffered or incurred by you.

For more information on the local recruitment landscape or specialist recruitment advice, contact the team at Appointments on

01782 338787 or [email protected]


RECRUITMENT OUTLOOK & SALARY SURVEY FOR … · Acquiring new talent to help keep up with the demand...

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Transcript of RECRUITMENT OUTLOOK & SALARY SURVEY FOR … · Acquiring new talent to help keep up with the demand...