As we bid farewell to June and welcomed the summer months, I find myself reflecting on an incredibly dynamic and transformative period for us at Citrus Connect Recruitment. The month of June has been marked by several significant milestones, including new starters and farewell to some who move onto pastures new, the introduction of a new business plan, the implementation of innovative processes, and a renewed focus on enhancing client expectations and services.
June has been an exciting month for our team as we welcome several new starters, some who have started and some yet to make the impact we have planned for. Each individual brings a wealth of experience, diverse perspectives, and a shared passion for excellence in recruitment. I have no doubt our new team members will hit the ground running, integrating seamlessly into our existing structure and contributing fresh ideas that are already making a positive impact. I am sure their enthusiasm and dedication will invigorate our team, and I am confident that they will play a crucial role in our continued success.
One of the most significant highlights of June was the unveiling of our new business plan. This strategic blueprint has been designed to guide us through the next phase of growth and development. It focuses on expanding our market reach, enhancing our service offerings, and driving innovation in our recruitment processes. The plan is ambitious yet achievable, and it reflects our commitment to being at the forefront of the recruitment industry. We have set clear, measurable goals, and I am excited to see how this plan will unfold in the coming months.
Innovation is at the heart of what we do at Citrus Connect Recruitment. We have strived to introduce several new processes aimed at streamlining our operations and improving efficiency. Innovation remains a key priority for us as we continuously seek ways to enhance our services and exceed client expectations. In June, we explored several innovative approaches, such as using artificial intelligence to match candidates more accurately with job opportunities and implementing virtual reality for more immersive candidate training experiences. These initiatives are part of our broader strategy to stay ahead of industry trends and provide our clients with cutting-edge solutions.
Enhancing client expectations is not just about adopting the latest technologies; it is also about building strong, lasting relationships. We have redoubled our efforts to understand our client’s unique needs and challenges, ensuring that we tailor our services to meet their specific requirements. By doing so, we aim to provide a level of service that goes above and beyond what is expected.
Key Recruitment Industry Indicators
- The number of overall active postings in May 2024 was 1,715,238 – down by 0.7% from the number of postings in April 2024 but still above pre-pandemic levels.
- There were 756,740 new job postings in May 2024 – a 1.1% decline from the month before.
- There is concern that the increase in the national minimum wage has contributed to a fall in the number of vacancies for summer seasonal work. Examples of the biggest falls in demand for summer seasonal occupations (April & May 2024 compared to April & May 2023) include restaurant and catering establishment managers and proprietors (-38.1%), hotel and accommodation managers and proprietors (-44.5%), chefs (-32.5%), leisure and theme park attendants (-34.1%), gardeners and landscape gardeners (-21.9%) and most roles in construction.(REC)
Consistent demand for workers has led the UK jobs market to stabilise at around 1.7 million job adverts, according to the latest Recruitment & Employment Confederation (REC) and Lightcast Labour Market Tracker.
The total number of active postings has once again remained at just above 1.7 million, where it has stayed for months, except for the usual dip around Christmas 2023. There were more than 1.7 million active job postings in the UK, with 756,740 new job postings in May 2024. The number of active job postings declined by 0.7% compared to April. Employers are intent on hiring and investing in their own businesses but are acting more cautiously because of economic and political uncertainty. Maybe this will change as inflation remains low and interest rates possibly drop over the summer.
The KPMG and REC, UK Report on Jobs survey, compiled by S&P Global, signalled a further decline in permanent placements in June as general election uncertainty and reduced demand for workers weighed on hiring activity. Companies instead looked to temporary solutions for their staffing needs, with the latest survey data indicating a marginal rise in temp billings for the first time since last October.
Meanwhile, permanent salary growth accelerated since May, hitting an eight-month high as firms remained willing to increase starting pay to attract candidates and in response to continued cost-of-living pressures.
(The report is compiled by S&P Global from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.)
With a decisive mandate in hand, this new government has goodwill from businesses and support for its core goal—getting growth and prosperity flowing across the UK. Only business can deliver this, so a strong partnership is necessary.
A credible industrial strategy, as promised in the Labour Party manifesto, is essential but can only work if it is based on people. There is no doubt that Labour cares about the workforce, but what matters now is how they deliver. The labour market has changed over the past few decades; of course, workers need to be treated well, but that includes providing choice and opportunity on how and when they work. Workers and businesses across the country understand the goals of Labour’s plan, but its implementation must support a growing economy and accept that there is no single best way of working. That is not what people want. By working in partnership with businesses and unions, and committing to the value of our flexible labour market, this new government can learn the lessons of past Labour successes such as the National Minimum Wage and pensions automatic enrolment. We can deliver significant change when we tread carefully and take the practical experience of firms into account.
Planning for the Summer
As we look ahead to the summer months, our focus is on maintaining the momentum we have built in June.
Summer is also a time for reflection and planning. We will be using this period to review our progress against the goals set out in our new business plan and to make any necessary adjustments. Our aim is to ensure that we are well-positioned to continue our growth trajectory and to deliver exceptional results for our clients and candidates.
Wishing you a wonderful July and summer period, filled with rest and reflection.
To Your Continued Success,
CV DROP OFF