It’s crucial to stay informed about the latest government policies and labour market trends to ensure resilient recruitment, especially during economic uncertainty. 2023 has brought significant changes that will impact recruitment campaigns in the UK in 2024. In this article, we will discuss the latest UK government budget and how it will impact your recruitment strategies in the latter half of 2023 and beyond.
A Glimpse into the 2023 UK Government Budget
The latest budget presented by the UK government for 2023, outlines a broad plan to support economic growth and stability. The government aims to halve inflation, boost economic growth, and reduce debt. The budget allocates funds to support households with the cost of living, promote energy efficiency, and foster employment, education and enterprise.
Employment and Inclusion
The government has recently launched an employment package that targets four specific groups – the long-term sick and disabled, welfare recipients and the unemployed, older workers, and parents. The primary objective of this initiative is to bring 110,000 more currently unemployed people into the labour market by the end of the forecast period.
They are also seeking t o aid individuals with disabilities and long-term sickness to overcome barriers to employment, a Universal Support program will be launched in England and Wales. This program will match individuals with suitable jobs and provide them with the necessary support and training to succeed.
Mel Stride MP, Secretary of State for Work and Pensions, says: “The package of support will help people of all ages and career stages to get into work, progress into better-paid jobs, and boost the economy by filling the labour market with skilled employees.” He acknowledged that although many people want to work, there are very real barriers that need to be overcome to help them get into employment. He sees these interventions as the start of a long-term journey to reduce economic inactivity and encourage more people to seek employment.
Resilient Recruitment: Equality and Diversity
To promote equality and diversity in the workplace, the government is introducing measures to support older workers and parents. During the COVID-19 pandemic, workers over 50 left the labour market in large numbers. To encourage this group to extend their working lives, tax relief on pensions will be increased, and the Lifetime Allowance charge will be removed from April 2023.
Furthermore, to assist parents unable to work due to childcare responsibilities, the government plans to expand the provision of free childcare for eligible working parents of children aged 9 months to 3 years, starting from April 2024. Allowing for the potential of more adult to enter the workforce.
Resilient Recruitment: Your Strategy for 2023-2024
As a hiring manager, it is crucial to have a “Resilient Recruitment” strategy that adapts to the changes that will take place in 2023-2024. Here are some key points to consider:
Diversity and Inclusion:
It is expected that the workforce will become more diverse due to new government policies. Enhancing your diversity and inclusion policy is now not just a moral imperative but also a business necessity. A diverse workforce fosters innovation, creativity, and better decision-making. To promote diversity and inclusion, try the following strategies:
- Unbiased Recruitment: Use technology to create a recruitment process that is not biased towards gender, age, or ethnicity.
- Inclusive Job Advertisements: Write job ads that appeal to a diverse audience by using inclusive language and showing your commitment to diversity.
- Diversity Training: Provide diversity training to current employees to create an inclusive workplace culture.
Flexible Working Arrangements:
Flexible working arrangements, such as remote work, flexible hours and job sharing, are no longer a perk but a new normal for many workers, especially for older workers and parents who want to re-enter the workforce. To implement flexible working arrangements, try the following:
- Technology Integration: Invest in technology that supports remote work and collaboration.
- Well-Defined Policies: Develop clear policies that outline the expectations and responsibilities associated with flexible working arrangements.
- Supportive Environment: Create a supportive environment where employees can balance their work and personal responsibilities effectively.
Training and Development:
Developing training programmes is crucial to integrating individuals who may have been out of the workforce for while due to parenthood or long term sickness. Make sure you have a good training and development programme set up to help get your workforce up to speed. These programmes should focus on skills development and workplace accommodations. Try the following strategies to enhance training and development:
- Personalised Training Plans: Develop personalised training plans that cater to the individual needs and abilities of employees.
- Accessibility: Ensure that your workplace is accessible and accommodates the needs of individuals with disabilities.
- Support Networks: Establish support networks within the organisation to help individuals adjust to the workplace environment. For example you could create a buddy system for new starters, create informal spaces to encourage conversation and ensure you enact an ‘open door’ policy in the workplace.
Collaboration with Government Initiatives:
Collaborating with government initiatives can provide access to a pool of potential candidates. This collaboration can also enhance your organisation’s reputation as a socially responsible employer whilst also ensuring internal policies are relevant and up-to-date. To foster collaboration with government initiatives, try the following:
- Partnership Opportunities: Explore partnership opportunities with government agencies to tap into the talent pool created by the new policies.
- Government Grants and Incentives: Take advantage of government grants and incentives available for employers who hire individuals from the targeted groups.
- Community Engagement: Engage with the community through workshops and seminars to better understand the needs and aspirations of potential candidates.
Overview of Resilient Recruitment for 2023-2024
By adopting a Resilient Recruitment strategy, you can navigate the changing landscape with agility and foresight, ensuring that your organisation remains at the forefront of innovation and inclusivity.
Overall, the year 2023-2024 promises a period of transformation and growth. As a hiring manager, it is important to adapt your recruitment strategies accordingly and embrace the changes. Thank you for joining us on this journey towards Resilient Recruitment and if you have any questions about any of the topics raised, or are looking for resilient recruitment solutions, feel free to get in touch.
