Steve Beaver’s Post

🚨 Significant shift in the UK job market! 🚨 A new survey has revealed a startling trend: over a quarter of the UK workforce plans to change employers in the next six months. These surprising results should serve as a wake-up call for many employers. The competition for top talent is fiercer than ever, particularly in the compliance sector, and if your employee proposition isn't up to scratch, you're at risk of losing valuable staff.  Here are some critical steps to enhance your employee proposition: 1. Be sure to prioritise work-life balance. If you're not offering flexible working hours or remote work options, you're already falling behind. Employees demand better balance, and failure to provide it may cost you. 2. Employees leave when they see no future. Offer clear career progression paths, robust training programs, and tangible opportunities for professional growth. 3. An uninspired workforce is a flight risk. Diversify projects, and responsibilities, and create a culture of passion and engagement. 4. Your compensation packages should be reviewed and adjusted regularly. Falling behind market standards may drive your best talent straight to your competitors. 5. Flexibility is no longer a perk; it's a necessity. Part-time options, compressed workweeks, and other flexible arrangements are crucial to meet employee needs. Don't wait until it's too late. If you need any support on updating your employee proposition and advice on how to attract the best compliance talent, drop me a DM! #ComplianceMatters #ComplianceRecruitment #Compliance #ComplianceNews #ComplianceJobs 

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

The Hidden Goldmine: How UK Businesses Are Cutting Costs and Boosting Innovation with Global Talent In today's economic climate, every pound counts. Here's how savvy UK companies are leveraging global talent to not just survive, but thrive: 1. Financial Impact: • Average salary savings: 30-50% • Reduction in overhead costs: Up to 70% • ROI on global hiring initiatives: 150-200% 2. Productivity Boost: • 24/7 operations without overtime costs • Project completion times reduced by 20-30% • Employee productivity up by 13% (remote work effect) 3. Access to Specialized Skills: • Tapping into niche expertise not readily available in the UK • Filling hard-to-recruit positions 60% faster • Diversity of thought leading to 20% more innovative solutions 4. Market Expansion: • Multilingual teams facilitating entry into new markets • Cultural insights driving localized marketing strategies • Average of 2-3 new market entries within first 18 months 5. Operational Flexibility: • Scaling teams up or down 40% quicker • Reduced time-to-market for new products/services • Improved business continuity and disaster recovery 6. Employee Satisfaction: • 85% of global remote workers report higher job satisfaction • Turnover rates decreased by 25% in companies embracing global teams • Increased employer brand attractiveness for future hires 7. Unexpected Benefits: • Enhanced problem-solving due to diverse perspectives • Improved English language skills across the organization • Increased cultural intelligence, benefiting international business relations Key Success Factors: • Robust digital infrastructure • Clear communication protocols • Regular virtual team building • Ongoing cross-cultural training Remember: It's not just about cost-cutting. It's about building a more resilient, innovative, and competitive business model. From startups to established corporations, businesses across sectors are reaping these benefits. The question isn't whether to tap into global talent, but how to do it most effectively. What's your experience? How has global talent transformed your business operations? #GlobalTalent #UKBusiness #InnovationStrategy #CostEfficiency

And just like that, a new trend is on the rise in the world of recruitment and HR. We’ve already spoken about The Great Resignation and The Great Stay, but there’s a new addition to this family of ‘Greats’ - the Great Stagnation. 📉🧑💻 After the global pandemic, companies and organisations had to cut down on hiring and other cost-incurring activities as they were now facing the repercussions of rising interest rates and having to pay back loans taken out to stay afloat during the pandemic. Additionally, companies began to rescind their flexible working arrangement offers, and called for employees to be back in the office. The job market has since cooled down, and employees, no longer presented with a wide array of job options, are holding fast to their current roles for the sake of security and stability. But is this enough to keep employees satisfied when companies aren’t budging on budgets or shifting from cost-conscious tactics to investing in their workforce and culture? 🧐 The Great Stagnation sees employees dial down their efforts and maintain minimal performance, biding their time until a new career opportunity arises. This can have severe implications for businesses, as it diminishes workforce motivation, innovation, and overall performance, nullifying the benefits of tenure. Employees become complacent and disengaged, and the resulting loss of productivity can harm a company’s culture as well as revenue. This just echoes the importance of valuing your current workforce, and prioritising measures to avoid entering the era of The Great Stagnation. Scroll to see what steps you can take to mitigate this risks associated with this new trend. ⬇️ . . . #recruitment #HR #recruitmenttrends #HRTrends #employeewellbeing #employeeexperience #employeeretention #employeeengagement #greatresignation #greatstay #greatstagnation #complanyculture #motivation #innovation #performance #upskill #careerdevelopment 

📰 The World Employment Confederation report finds flexibility ‘non-negotiable’ in the workplace. ▶️ Flexibility is Non-Negotiable: Flexibility in the workplace regarding where, when, and how people work is now a critical expectation from employees, demanding new regulatory frameworks from policymakers. ▶️ Work Flexibility and Compensation: 83% of senior executives report that employees value flexibility in their work location and hours as much as they value compensation. ▶️ Career Paths: 82% of executives believe the concept of following a single career path for life is outdated. ▶️ Challenges in Adaptation: Only 38% of business leaders feel empowered to optimally mix diverse forms of work. Only 37% feel capable of recruiting agency workers at the desired scale. ▶️ Need for New Regulatory Frameworks: There is a call for policymakers to adapt legal frameworks to accommodate and support diverse forms of work, ensuring both worker satisfaction and business resourcing needs. ▶️ Changing Work-Life Dynamics: The traditional model where life was adapted around work is shifting towards expecting work to adapt to lifestyle and life stages. ▶️ Tech Disruption and AI: The impact of technological disruptions and AI on talent needs and strategies. ▶️ Talent Gap and Recruitment: The research also explored the inadequacy of traditional recruitment strategies and the emergence of new workforce management solutions. https://lnkd.in/eP4ewS55 #workplace #flexibility #careerpath #employeesatisfaction #worklife #talentstrategy #workforcemanagementsolutions

Employees - a pain or an asset? Are you bucking the trend? Only 10% of UK employees are engaged at work – up from 9% last year, but still far behind the global average of 23% (Gallup). These numbers paint a stark picture of the hidden cost to businesses: lost productivity, absenteeism, presenteeism, mental health challenges, and ultimately, turnover. I often hear, “That’s not my business – we do a lot for our people.” But do you? Without a measurement tool, how can you be sure how many employees are quietly disengaged and underperforming? The companies I work with do have that measurement tool, and we’re bucking the trend with engagement rates of 60-80%+. Can you say the same for your business? Let’s talk real numbers: Gallup also reports that replacing just one key employee costs 1.5–2 times their salary. For an employee earning £30k, that’s £15-30k to replace them. For a manager earning £50k, it's £25-50k. Now consider this: With the system I implement, the cost is just £180 per person per year to boost engagement and retain key talent. Let’s do the math: Replacing one employee at the lower cost of £15k means you'd need 83 employees on this system before it even begins to cost you money. For a manager at the lower replacement cost of £25k, that number jumps to 138 employees. But it’s not just about the savings. The real value comes in the continuity and increased productivity that a stable, engaged workforce brings. When you retain key employees, you’re not only avoiding costly recruitment but ensuring that your business benefits from the experience, knowledge, and momentum these employees contribute every day. In one recent project with a company of 170 staff, we saved 5 key managers from leaving. That’s £125k in avoided recruitment costs, with just £30,600 spent to boost engagement for the entire team. Net savings? £90,440. And beyond that – the uninterrupted progress and boosted performance across the board. The numbers speak for themselves. Is your business ready to unlock the potential of a truly engaged workforce? If so I’d love to chat. #EmployeeEngagement #Leadership #TalentRetention #Productivity #WorkplaceCulture

According to this HR Magazine article, a staggering 90% of UK employees feel disengaged from their employers. The impact? Productivity currently sits at a lower level than during the Industrial Revolution. The big question is. How cen we help humans fall back in love with their work? https://lnkd.in/dP8rZ97G #employeeengagement #employeedisengagement

A recent report shows that while 80% of workers find meaning in their jobs, nearly a third are considering leaving. This paradox highlights the wake-up call many companies need to reassess their structures to keep their top talent engaged and satisfied.

Ever wondered why bigger companies sometimes pay less than smaller companies? 🤔 Here are some potential drawbacks of working for larger corporations: Rigid Pay Structures: Larger companies often have strict pay scales with less room for negotiation. Bureaucracy: Extensive hierarchies and red tape can slow down decision-making and stifle innovation. Limited Flexibility: Big corporations might have less flexibility in work hours and job roles. Less Visibility: Individual contributions may go unnoticed in a large workforce. Standardized Roles: Job roles can be highly specialized, offering fewer opportunities to diversify your skills. Employee Satisfaction: Larger companies may struggle to maintain high levels of employee engagement and satisfaction. Work-Life Balance: The pressure to perform in a large corporate environment can negatively impact work-life balance. Office Politics: Navigating office politics can be more challenging in bigger organizations. Innovation Hurdles: Larger companies can be slower to adapt to new trends and innovations. Limited Autonomy: Employees might have less autonomy and control over their work. While large companies have their benefits, it’s important to consider these factors when weighing job opportunities. What has your experience been working for larger companies? Share your insights and stories! 👇 #BigCompanyDrawbacks #CareerAdvice #JobMarket #WorkLifeBalance #EmployeeSatisfaction #CorporateCulture #JobOpportunities #CareerGrowth #EmployeeEngagement #HumanResources #JobSearch #CareerDevelopment #ProfessionalGrowth #WorkplaceCulture #JobSatisfaction #CareerPlanning #TalentManagement #Recruitment #JobHunt #WorkplaceDynamics #CorporateBureaucracy #EmployeeExperience #CareerChange #OfficePolitics #CareerTips #WorkplaceChallenges #JobSecurity #CareerMoves #CorporateStrategy #EmploymentOpportunities #JobComparisons #EmployeeRetention #CareerMindset #ProfessionalDevelopment #WorkCulture #JobSelection #CareerProspects #CorporateDrawbacks #WorkplaceWellbeing #JobOffers #CareerGoals #EmploymentJourney #JobMarketTrends #TalentAcquisition #EmployeeBenefits #WorkplaceTrends #JobDecisions #CareerImpact #EmploymentStrategy #JobInnovation #CompanySize #JobAdvancement #WorkplaceIssues #JobFlexibility #CareerSuccess #EmployeeValue #CareerChoices #CorporateEnvironment #JobSatisfactionMatters #CareerPlanning #ProfessionalOpportunities #CorporateStructure #CareerPath #EmploymentTrends #JobOptions #Workforce #CareerMotivation #EmploymentDrawbacks #JobStrategy #EmployeeWelfare #JobGrowth #CareerDevelopment #JobSecurity #WorkplaceSuccess #CareerPathways #WorkplaceHurdles #ProfessionalSatisfaction #CareerInsights #EmploymentSuccess #CorporateChallenges #CareerMotivation #JobSatisfaction #EmployeeEngagement #WorkplaceInnovation #CareerOpportunities #CorporateJobMarket #JobIncentives #WorkLifeBalance #JobSatisfactionFactors #CareerDecisions #CorporateJobDrawbacks #EmploymentProspects #WorkplaceFlexibility

"Globally distributed talent" "Rebalancing supply and demand for talent" Many ways to describe how companies today are finding the best talent for their needs. Cost Savings for Companies "When you hire an accountant in New York, you're paying for New York, not just for accounting expertise." - Sagar Khatri Economic Empowerment for Underemployed People "When skilled people in emerging economies can earn a living in their home countries, they don't have to leave to find work elsewhere. Remote work helps reverse brain drain." - Tony Jamous "Remote work increases women's participation in the economy by enabling them to work part-time with flexibility." - Sagar Khatri ---- Oyster® has 700 ppl distributed across 80 countries and extremely high employee engagement. Their secret: 1. Trust. 2. Explicit tools and rules. 3. Clear about what success looks like (OKRs). Multiplier has a similar approach. Their 3 core values: Trust, Transparency, Thoroughness. #hr #talentacquisition #warfortalent #remotework #futureofwork #skills