Hiring Know-How

We are in a tight labour market, but that doesn't mean you can't attract passive talent. According to LinkedIn, 70% of the global workforce is passive talent. Today, organisations must work hard to attract passive candidates who are already in employment and not confident enough to move jobs in the current economic climate. To entice top candidates to come forward, hiring managers need the tools to enable them to sell a role and promote their employer branding. It starts with your job advert.

This February, the UK Chancellor Jeremy Hunt sparked a debate about hiring the over 50s by suggesting that early retirees should replace the golf course with contributing toward the economy. Lazy stereotypes aside, research shows that having more over 50s in work would boost the economy and productivity. Later retirements, cost of living, skills shortages and longer lives are changing attitudes toward ageing and work, but today’s recruitment processes don’t always align with demographic changes. Our clients in the public sector regularly tell us that they’re looking for experienced older candidates to fill their flexible roles, so the demand is there. To help you get started, we’ve put together a guide that includes: The benefits of hiring older candidates What mature job seekers value most at work How ageism in the workplace affects employees

Around 3.5 million people across the UK will struggle with fertility challenges, according to Fertifa. CIPD's research highlights that only 27% of employers have a policy in place concerning fertility treatment, while 40% don’t have a formal policy and don’t plan to introduce one.