Cristina Guhman’s Post

For employers only. As people live longer lives and face cost of living pressures, more over-50s are deciding to return to work after retiring. With a wealth of experience and the valuable skills that come with it, these professionals have a lot to offer to modern workplaces. However, our research shows that those who have taken time out of work are far less confident in their own abilities. By considering their specific needs, you can empower those over 50 to seize new opportunities or work confidently in their later years. Read our latest article on 7 ways you can support over-50 workers: https://lnkd.in/exnada2w

How is your industry adapting to the current political climate? In the current political climate, the recruitment and HR agency industry is undergoing several adaptations to navigate through the challenges and uncertainties. Here are some ways in which the industry might be adapting: Compliance and Regulation: With potential changes in labor laws and regulations, HR agencies are likely focusing more on ensuring compliance with new requirements. This might involve updating hiring processes, employee contracts, and policies to align with any shifts in legislation. Diversity and Inclusion: There's a growing emphasis on diversity and inclusion in workplaces, driven by societal and political pressures. HR agencies are likely placing greater emphasis on sourcing diverse candidates and assisting companies in implementing inclusive hiring practices. Remote Work Policies: Political factors such as changes in government regulations or responses to global events (like the COVID-19 pandemic) may influence workplace policies, particularly regarding remote work. HR agencies might be helping companies adapt by refining remote work policies and procedures. Talent Mobility and Immigration Policies: Changes in immigration policies can impact talent acquisition strategies, especially for companies relying on international talent. HR agencies may need to stay updated on immigration laws and assist clients in navigating any challenges related to talent mobility. Advocacy and Lobbying: Some HR agencies may engage in advocacy and lobbying efforts to influence political decisions that could affect the labor market or HR practices. This could involve collaborating with industry associations or directly engaging with policymakers to represent the interests of their clients. Technology Integration: As political factors influence business environments, there may be shifts in economic priorities or investment in certain industries. HR agencies might adapt by leveraging technology to streamline recruitment processes, enhance candidate experience, and provide data-driven insights to clients amidst changing economic landscapes. Training and Development: Political changes can sometimes lead to shifts in workforce demands or skill requirements. HR agencies may offer more training and development programs to upskill or reskill candidates to meet evolving market needs. Flexibility in Hiring: Economic uncertainty resulting from political factors may lead to fluctuations in hiring needs for businesses. HR agencies may need to be more flexible in their approach, offering temporary or project-based staffing solutions to accommodate fluctuations in demand. #HR #Recruitment #TalentAcquisition #HumanResources #DiversityandInclusion #RemoteWork #EmploymentLaw #WorkforceDevelopment #HiringTrends #CareerDevelopment #FutureOfWork #JobSearch #Staffing

I’ve been speaking to lots of clients over the last couple of weeks about the impact of the upcoming increase in UK employer National Insurance (NI) contributions. With higher costs per hire, many are having to rethink their talent strategies to balance financial pressures. Some of the key themes that have been discussed include; 📉 Focus on Retention The rising costs may lead companies to prioritise internal talent development and retention over large-scale hiring. Investments in employee training, upskilling, and career progression should become key strategies to reduce turnover and minimise the need for costly replacements. 🌐 Exploring Nearshoring For niche or high-cost roles, nearshoring talent to countries with lower employment overheads but similar time zones and cultural alignment offer a cost-effective solution. This approach could allow businesses to access talent and grow while managing NI and other payroll costs. 🤝 The Shift to Contract Hiring Employers may also lean toward flexible hiring models, such as contract as companies mitigate long-term cost burden of full-time employment. 🥶 Salary Increase Freezes Many companies are saying they will likely implement salary increase freezes as a response to rising costs. While this can help manage budgets in the short term, it requires a balanced approach to keep employees motivated. Offering non-monetary benefits or flexible work options may be something to consider here. As we approach 2025, businesses will need to embrace creative workforce solutions to stay competitive. How are you planning to adapt to these changes? Contact me for more insights and to discuss solutions Pulse can offer to help navigate these challenges #recruitment #NIcosts #workforceplanning #contracthiring #nearshoring #talentstrategy #hiring2025 #Pulserecruit

UK hiring is picking up, but are businesses ready for the challenges? Hiring is back on the agenda for many UK businesses. Nearly 40% of leaders plan to grow their permanent teams, reflecting a return of confidence in the market. But here’s the catch. Skills shortages could make things tricky. Companies will need to get serious about culture, perks, and retention strategies to compete for top talent. Some trends we’re seeing: * Flexible benefits are gaining traction. About a third of businesses are looking to offer perks like stress-reduction programs, while nearly 25% are exploring private health insurance. * The hybrid working debate rages on. While 68% of employers think being in the office boosts promotion chances, 73% of employees feel they’re more productive in a hybrid setup. Finding a balance will be key. * Productivity is in the spotlight. Almost half of businesses are turning to automation and digital transformation to improve efficiency, while 40% are optimising workflows. It’s clear the way we work is evolving, and fast. Companies that adapt to these shifts and genuinely align with what employees want will be the ones that attract and retain the best talent. How are you preparing for what’s next? #TalentStrategy #HiringTrends #Leadership #DigitalTransformation

In recent conversations with founders and CEOs, the topic of expanding outside of the UK has been on the rise. While hiring internationally opens up numerous opportunities, including access to new talent pools, it’s essential to proceed carefully and prepare thoroughly. Key Considerations & Qs: 🟡 Local Employment Laws - Research local laws in areas such as hiring, parental leave, and terminations to avoid legal pitfalls. Walk through a typical situation at your company to test & prepare. 🟡 Employee Costs - Explore the obligations for payroll, benefits, employee and company taxes. Are there any hidden costs or incentives? 🟡 Cultural Differences - How will the company adapt to varying communication styles, holiday schedules & cultural nuances? Will team members receive guidance on feedback styles & cultural sensitivity? Are there times of the year when everyone must be available to work? Is fluency in a particular language essential, & how will this be assessed or trained for? 🟡 Competitive Compensation & Benefits - Market mapping & doing practice searches will help. Research local compensation trends & benefits expectations to design compelling packages. What percentile are you aiming for? Who are the main competitors, & what are their hiring and retention strategies? Consider if generational preferences also impact what’s appealing. 🟡 Local Compensation Variations - How will pay/comp differences be communicated and parity established? A clear communication plan is vital to ensure transparency and credibility. 🟡 Visa and Work Permit Logistics - Will employees need to relocate or work temporarily in the new location? Clarify processes, timelines, and associated costs. 🟡 Onboarding & Integration - With the help of your current employees, develop tailored onboarding to help international hires integrate with an evolving company culture. 🟡 Data Privacy & Security Compliance - Ensure compliance with local data privacy laws, like GDPR, to protect employee information, maintain trust, & avoid fines. 🟡 Time Zones - How will team structures cover core hours? Identify teams that need synchronous interaction & those that can work asynchronously. Clarify accountability expectations. Cluster talent in timezones / countries to support organisational efficiency & costs. 🟡 Remote, on-site or hybrid - be intentional. Hoping it will work itself out, is not a strategy. Consider how will you avoid siloing & encourage cross-team engagement. Get your employees’ thoughts. 🟡 Entity Setup or Third-Party Provider - Evaluate the costs & benefits of setting up an entity versus using a third-party provider (e.g., Deel., Oyster®) or outsourcing teams / roles. In my experience, intentionality is essential when planning for international expansion. Thoughtful preparation can help mitigate risks, save valuable runway & support the company’s short and long term success. Do you have any helpful insights & tips? #hiring #culture #internationalgrowth #people

A recent poll of over 3,000 U.S. professionals in August revealed the top priorities in today's workforce. While salary, remote work and corporate culture ranked high on the list, the article offers an extensive list of additional factors that influence a stay-or-go attitude. Click to read the full article here: https://ow.ly/PerS50TBQQU #ITAC #Turnover #JobChange #WorkforcePriorities

2024 is a fascinating year for the job market.   Organisations are facing major transformative challenges through digitisation and AI impacting their traditional view of workforce models. It is an election year which makes companies sit back and ponder a little more, in turn affecting their willingness to invest. There could be some big changes in workers rights coming down the line which need to be considered by organisations, as does the ongoing shortage of skilled workers and lack of diversity in the workplaces. Employee retention and recruitment will continue to be the biggest challenges highlighting the importance of keeping talent engaged.  Mental health and wellbeing will be key priorities for candidates as well as of course hybrid and flexible working arrangements.  All of this underscores the necessity for organisations to think carefully and plan strategically in a challenging job market. #ChangeManagement #BusinessTransformation #LeadershipSkills #Malikshaw #InterimManagement #Contractors #ExecutiveFunctions #Strategies #ManagementConsulting

2024 is a fascinating year for the job market.   Organisations are facing major transformative challenges through digitisation and AI impacting their traditional view of workforce models. It is an election year which makes companies sit back and ponder a little more, in turn affecting their willingness to invest. There could be some big changes in workers rights coming down the line which need to be considered by organisations, as does the ongoing shortage of skilled workers and lack of diversity in the workplaces. Employee retention and recruitment will continue to be the biggest challenges highlighting the importance of keeping talent engaged.  Mental health and wellbeing will be key priorities for candidates as well as of course hybrid and flexible working arrangements.  All of this underscores the necessity for organisations to think carefully and plan strategically in a challenging job market. #ChangeManagement #BusinessTransformation #LeadershipSkills #Malikshaw #InterimManagement #Contractors #ExecutiveFunctions #Strategies #ManagementConsulting

Mobility As A Means of Improving Productivity Why productivity increases on assignment. It is not unreasonable to assume that after spending significant sums of money on an employee’s relocation, companies want to make sure that assignees are working at their optimum levels while on an assignment. “Working overseas, an employee may have less going on in their social life which makes them more focused on their work. They may also see the relocation as an opportunity provided by their employer and ‘thank’ them for it by working harder,” says Michelle Taylor, HR expert. Continue reading in our whitepaper, available to download for free: https://ow.ly/XpFv50QN9HH #Productivity #OverseasAssignment #ExecsRelocations

UK workers still seeking better work-life balance, report says... Company culture, pay, and lack of remote work are thought to be the main drivers for UK tech professionals potentially changing jobs in the next 12 months. More than half told recruitment firm Harvey Nash that it's their workload that's pushing them to look elsewhere. However, a third said they want a change of culture – and the ability to work from anywhere was the biggest pull factor, along with better pay. Read more on this here 👇 https://lnkd.in/eyVXgfUH #jobsearch #jobseekers #rolecatcher