Martin Mason

Talent professionals - are you keeping an eye on labour market reports to make sure your TA strategy is robust enough that can stay ahead or at least keep up with the market shifts? Over the last night fortnight I’ve had some interesting conversations with clients about their Recruitment plans for remainder of 2024 and projections for 2025. I’ve also been conducting PSL reviews, as part of our Cogito RPO solution and talking to agencies about their experiences of the market. They’ve reported a significant drop in roles and an increase in recruitment freezes. This quarter, CIPD reported that 37% of companies surveyed said they would be looking to recruit hard to fill roles. This rose to 52% in the public sector. Whilst over half (55%) of employers are looking to maintain their current staff level. This is the highest proportion since winter 2016/17. So what does this mean for TA? - Consider your routes to market for hard to fill roles. Can you be more flexible by hiring for potential and bolstering to development or a mentor. - Sense check your offering against the market, where do you stand as an employer when it comes to pay and benefits? - If you have shortcomings against competitors, what can you offer? What motivates those employees and work on increasing your awareness that you are hiring. - Use your EVP to drive those messages about what makes you a great employer. (If you don’t have a clear EVP, this will be intrinsic as part of your TA strategy and supports both attraction and retention. - Focus on retention- have good career conversations and understand what it takes to keep your talent. Get those pulse surveys out and get a barometer check on how people are feeling. Below are the findings from the CIPD report about how companies they surveyed intend to address hard to fill vacancies. Some great ideas! How will you overcome the challenges faced in your business?

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Diary of a CHRO 🤯 HR leaders are juggling so many priorities that it’s easy to feel buried under the weight of endless data and meetings 😅 Say goodbye to spreadsheet chaos and disorganised calendars, and say hello to insightful, data-driven decisions with Hive—giving you more time to focus on what truly matters 👉 https://www.hive.hr/ #HiveHR #EmployeeFeedback #HRStrategy #EmployeeVoice

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🚨 Listen up HR professionals: CIPD Qualifications are changing! 🚨 For the better. From the end of June, the 3 essential modules will have less questions There’s never been a better time to start. Why get qualified? You can stand out in a sea of candidates and and secure roles in HR, L&D, training, talent, payroll, and employee relations. Every company needs support from their team; these roles will always be needed. CIPD updates every year, and all our candidates get the most up-to date modules with 2-year access, and we’ll discuss whether they want to hang on to submit before or after the updates to find the best options for them. Don’t worry if you’re not sure: ✅ 14-day free trial ❌ No commitment 📞 Full support (from actual humans) Download the brochure here: https://bit.ly/3Wiwl8Y And you can send off your 14-day free trial request here: https://bit.ly/3w3gQY5

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How do you achieve Inclusive Recruitment & Talent Management? Last week I had the pleasure of running a session at the IHR - In-house Recruitment Diversity & Inclusion conference in London on this very topic. I shared some top tips on how to make your process more accessible and equitable including: - How to review every step in your process and identify where the bias exists - How to use data to create transparency and equity in the process - How to make the process accessible and attract a wider talent pool If this something you are struggling with or need help and advice, don’t hesitate to get in touch with me or my team at [email protected] Together I truly believe we can unlock people’s potential and remove barriers. #recruitment #talent #inclusion

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📢 Budget 2024: Key HR Takeaways 📢 Today's budget announcement has important implications for HR teams and organisations alike. Key areas of interest include wage support, training incentives, and mental health funding – all of which affect our strategies for employee engagement, retention, and development. Here’s what HR professionals should focus on: 💷 Wage Growth & Support: Evaluate wage adjustments to stay competitive, especially with new funding in key industries. 📈 Upskilling & Training Incentives: Take advantage of grants and incentives to expand skill development programs and support a future-ready workforce. 💚 Mental Health Investments: Leverage increased mental health funding to enhance employee wellness initiatives, fostering a healthier, more resilient workforce. Now's the time to align budgets with these priorities and maximise the support available for our people and businesses! #HR #Budget2024 #PeopleFirst #WorkforceDevelopment https://lnkd.in/e5FEqGcA

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Explore Learning had clear goals for their automated screening project. They needed a recruitment solution to scale their hiring process and attract top-tier talent for their centres across the UK. With Access Screening, they: ✅ Streamlined processes with an all-in-one recruitment platform ✅ Enhanced the candidate experience with seamless workflows ✅ Gained valuable insights to make smarter hiring decisions Discover how Access Recruitment helped Explore Learning overcome their challenges and achieve their goals: ➡️ https://ow.ly/yaSO50Uo6e5"

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Approx 15-20% of the population is neurodivergent. Therefore neuroinclusivity isn’t optional—it’s essential to your HR strategy. Without it, you risk missing the chance to create a workplace where your team can truly thrive. Here’s just two example of how we help clients: 1. We simplify lengthy employment contracts by offering a clear, jargon-free summary upfront, making them accessible to everyone. 2. We work with clients to redesign job descriptions to a role and impact framework, using plain language and clear structures to ensure they’re inclusive and easy to understand for all candidates and employees. To understand more, let’s chat in a free call: https://lnkd.in/dgtM4Srx

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Champagne Recruitment’s blog of the week Please take a read to learn more about why ‘Podcasts Shine in Recruitment’ www.champagne recruitment.com.au #professionalrecruitment #executiverecruitment #blogs

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We’ve been keeping a secret 🙊 I told you big news was coming this week ⭐️🎧 We are very excited to announce the launch of our new business podcast at OneSource HR - Let's Be Real: HR Hot Takes. 🎙️ Free to listen to and launching this Thursday 15th August 2024, the podcast is designed to deliver straightforward, no-nonsense HR insights for professionals and business leaders, making it a valuable resource for anyone looking to enhance their understanding of HR practices. Read the full news story and listen to the trailer here ⬇️ https://lnkd.in/ecnjNKcp #hr #businesssupport #businessgrowth #employmentlaw #podcast #hrpodcast

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Of all the stats that jumped out at me in our Fosway Group Talent Acquisition Realities research this year, there is one that had some sharp teeth and it bit me. 🤑 This year 75% of #recruiting teams face stagnating or reduced budgets. 🤑 The trends around budgetary pressure is being felt by most #HR teams, but it seems that #TA is feeling this more intensely than others. We always hear that there is an expectation of doing more with less or the same - especially as economic headwinds bite. But being faced with such a squeeze is not always a bad thing. From personal experience from my corporate life, when the money is at its tightest that's the trigger for the greatest and most radical #innovation. That's not always easy on your suppliers. But to coin a phase, necessity is the mother on 're-invention'. And it's something we'll be exploring in our Talent Acquisition Realities Research #infographics- launched next week! And which Sven Elbert will be exploring with RecFest UK at their #RL100 event next week and in the coming weeks! 📆 👀 #Recruitment #Trends #HRResearch #talent #talentacquisition

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Some people are like sunshine. Bryony Williams is one of these people. Bryony is CEO & Founder of The Glass Female, a Career and Leadership Coach, Creator of the Happy HR Method and UN Women UK Delegate. In episode 9 of People & Pioneers - The Podcast, you'll hear about: 🟡 The value of coaching in rediscovering identity as a parent and career person 🟡 Trends that CEOs and founders should be mindful of in the startup and scale-up space 🟡The importance of self-care and wellness in personal and professional development 🟡 Avoiding the people and scaling trap 🟡 The Happy HR Method, which focuses on communication, confidence, and passion to help people overcome burnout and frustration in their careers And much, much more. Whether you're a business leader, entrepreneur, or someone striving for growth, this podcast promises to share some game-changing strategies as we get real about people-powered success. 🎙 Listen on Spotify here: https://lnkd.in/eSZG9t53 #people #hr #culture #startups

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It’s Mental Health Awareness Week (#MHAW), and it's a good time to address the reality of recruitment today. It’s still tough out there—candidates feel it. We’re still seeing significantly higher numbers of applicants per role, leading to more frustration. Many TA professionals are facing frustrated (and sometimes rude) responses from rejected candidates, more than we did 18 months ago. But behind every frustrated reply is a candidate trying to find a new role. It's important for candidates to remember: if Bill Gates and Steve Jobs had applied for the same role, one of them would have been disappointed. Rejection doesn’t define your value or potential, and it's crucial that candidates understand this. Recruitment is about people, and how we manage candidates—especially when they're facing challenges—really matters. Transparency, prompt communication, and fairness can go a long way, particularly in this competitive market. #MentalHealthMatters #KindnessCounts

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🌍 Diversity & Inclusion: Beyond Lip Service UK businesses with diverse teams are 15% more likely to outperform their peers. However, many organisations struggle to move beyond mere statements about diversity and inclusion. It’s time to implement measurable initiatives that embed true inclusivity within your teams. What are your goals for D&I, and how can we help you achieve them? Let’s connect to create a meaningful impact in your organisation. Contact us at [email protected]! #DiversityAndInclusion #Leadership #BusinessImpact

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Small business success starts with strong HR practices!    If you run a small business and want to learn all about our 9 top HR best practices, click the link below.     Cintra's own Head of Outsourced HR Services Sarah Gray will show you how to:    📋 Set clear company guidelines  💬 Improve internal communications  🔍 Develop an effective recruitment strategy  ...and much more!    https://lnkd.in/ey-NXUP7   #SmallBusiness #HRBestPractices #TeamSuccess #WorkplaceCulture #BusinessGrowth 

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As we approach Q4 and the upcoming October Autumn budget, HR professionals should be prepared for potential changes that could impact their organisations. The autumn budget might bring about crucial implications for HR, influenced by the government's fiscal policies and priorities. Key areas of focus could include: - Wage and National Living Wage Increases - Tax Policy Changes - Enhanced Focus on Skills and Training - Employment Law and Regulatory Adjustments - Support for Remote and Hybrid Work - Initiatives for Mental Health and Well being - Amendments to the Apprenticeship Levy or Funding for Youth Employment - Emphasis on Green Jobs and Sustainability To effectively navigate and adapt to post budget impacts, HR departments can: ➡ Stay informed by closely monitoring budget announcements and briefings to swiftly comprehend how new policies will affect the workforce and business operations. ➡ Plan for compliance by ensuring HR and legal teams collaborate to implement any regulatory or tax changes, especially in areas like employment law or workplace benefits. ➡ Communicate with employees proactively to clarify how the budget changes will impact their pay, benefits, or working conditions, fostering transparency to prevent confusion or discontent. ➡ Align talent strategies by adjusting workforce planning and hiring approaches based on alterations in government funding, wage policies, or training initiatives. Preparing in advance and planning for these potential changes will enable HR professionals to effectively navigate and capitalise on the opportunities that the Autumn budget may bring. #HR #AutumnBudget #WorkforcePlanning #Compliance #TalentStrategies Artis Recruitment Mark Lightburn

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More and more, we are seeing a ton of activity coming from HR leaders who are sharing (very transparently) how hard HR work truly is. And I'm not talking about the "cushy" HR job where things are relatively predictable, you lead a massive team, your budget matches the team size and you can focus on planning for 3+ years at a time. I'm talking about fast-growth environments, often venture backed, that put a lot of pressure on organizations with challenging revenue goals, lots of change & scaling and plenty of pivots to keep the business going. It's not easy to work in fast-growth companies. It's also very challenging for HR leaders who need to keep a pulse on everything that's happening in real time. And we all know, when things move fast, things also break. I'll be the first to say that HR isn't easy. It's really hard but I don't think people quite understand why it's so hard or frustrating. So I drafted my latest Diary of a CPO chapter focused on that topic, and also why we might be seeing so many HR leaders leave the industry in droves. I'm not one to shy away from sharing how I feel so if you're curious about why HR leaders are so burnt out (and dare I say, jaded as well), take a peek. And just a quick reminder, if you're going to be disrespectful in the comments, your comment will be deleted. If you have a differing viewpoint, state it with maturity and professionalism. And of course, if you have more than a ton of opinions to share, I would suggest you draft up your own post for your exclusive audience and platform (but you won't be disrespectful on mine). 🙂 https://lnkd.in/ghWkwiy2

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