Less than one-in-five looking for a new job in North West

With the UK employment market hitting a slump, less than one in five workers (16%) are actively looking for a new job in the North West.

Research conducted by Reed asked UK workers whether or not they’re considering changing jobs and found that those in the North West are much less likely to be doing so. In comparison, London, has the most ambitious and active employment market, with a quarter (26%) actively looking for a new role.

Jenice Forde, Regional Manager of Reed’s Manchester office, said: “Recent labour market statistics indicate that economic inactivity in the UK is almost at an all-time high. Among the G7 nations, we are the only one where the employment rate hasn’t returned to pre-pandemic figures.

“Given the limited number of individuals seeking new employment opportunities in the North West at present, we need to consider whether people are content in their current roles or if they are too worried about job market stability to make a change – I’m not sure which is the right answer.”

She added: “The new Labour government, along with ongoing cost-of-living challenges, is affecting both employers seeking to hire and job seekers.

“Currently, businesses looking to recruit may face difficulties if they aren’t collaborating with a recruitment specialist. Therefore, they should consider how to locate and attract talent when individuals are hesitant to enter the job market.”

Keeping the economy moving

Strong employment activity is vital when boosting our economy back to pre-pandemic levels, and if businesses are struggling to source the right talent, then a buoyant market will be harder to achieve.

Jenice lists her top tips to attract talent in a market where fewer people are actively looking for a new role.

1.Offer strong support

“There are many people that are currently not in the job market but, ideally, would like to be if they had the right support from their employers”, explains Jenice.

Businesses should make sure they are offering the right help to attract people back into the employment market. This includes doing an audit of the benefits you offer.

“For instance, parents may have taken substantial leave after having children and may need more flexibility to ease childcare concerns, or may need more guidance if they have been out of work for a significant time.”

“In the North West, we found that over a third of workers (36%) want flexitime as a job benefit,” explains Jenice.

“Offering the right benefits and support can easily entice people to join your company.”

2. Work on culture

 Having the right benefits in place means you must also consider the needs of different demographics. For example, neurodivergent applicants may feel better supported with alternative recruitment processes.

“To successfully attract people, businesses need to have a holistic and inclusive approach. It’s also beneficial to streamline the interview process and keep communication clear – you want to make it easy for someone to pick your business,” continues Jenice.

“Jobseekers will prioritise ease, so it’s important to have adaptations in place to support those who may need them.

“For example, for those who are neurodivergent, it’s often helpful to provide an agenda ahead of the interview. Within this, you could provide a clear timetable, what’s expected to occur as well as the reasonable adjustments you have made”

When companies have a supportive and inclusive work culture that considers people with different needs and from different backgrounds, word of mouth will become very powerful. Your current employees will feel more comfortable sharing job openings to those that may be suitable if your workplace is an enjoyable place to be.

3. Personalised approaches

A simple way to attract attention is to send personalised messages when approaching potential candidates.

“It could be something as easy as congratulating someone on their work anniversary on LinkedIn, as it will put you on their radar. From there, you could drop them an email or direct message sharing that you’re recruiting and interested in getting them in for an interview,” says Jenice.

When approaching candidates in this way, try to make sure that your message offers some value.

“When cold approaching potential candidates, it’s always best to tailor your message. You can explain why you’re interested in recruiting them, touching on their specific experience, or how the company could be a great fit for them.”

This is also a good time to quickly summarise why they should consider the offer. Maybe you’re going through a period of growth or can offer a competitive salary.

Jenice adds: “With many still seeing salary as the main attractive aspect of a job, you may want to consider bringing up the remuneration package sooner rather than later to entice interest.

“Some businesses that are struggling to attract talent may need to look at what they offer employees, how they are showcasing their company online, as well as if they’re able to attract a different demographic by offering learning or development opportunities, such as apprenticeships.

“Even though the employment market is currently tight, all of the above approaches will help you find the right employees at a time when people may not be searching for work.”