In the third of a four part series, Heat Recruitment’s Managing Director Steve Preston takes us through his overview of a tumultuous year, but one from which common themes have emerged as we build back to our pre-pandemic economic levels.
knock-on effect is levels of job security, and statistically we are seeing incredibly high rates of employment now. There is some notable sector rotation too, which is likely to have been caused by the Brexit factor and we have noted a transition between countries. In some cases, we have seen people move back to the continent, especially in digital and tech, and we’ve found that we are often working with companies in the EU such as Poland and Belgium, because that’s where the talent is now. As far as job security is concerned, I believe it is fair to say that if you have a strong skillset in your industry, and your outputs are delivered as expected, your job is secure.
If we look at patterns and trends emerging across all of our sectors in the longer term, it’s clear we will continue to see rises in salaries. The transition of people into Europe has inevitably meant that companies are accepting more contractors working in Europe, and there has been a gradual settling down while everyone adapted to this. We are fortunate that we have the in-house expertise to advise individuals and companies on IR35 matters and we help ensure that they are compliant and that everything has been assessed correctly.
As we look forward to the coming year it is clear that hybrid and fully remote working means that geography or location is no longer likely to impede applications for positions. Here at Heat, we have consultants based all over the UK and in various European Countries, as advances in technology and our processes mean there is no necessity for them to physically be in the office.
We have seen more growth within the private sector than the public sector, with the private sector continuing to increase at a quicker rate. One major concern to highlight is that if you have people working predominantly from home, companies need to work hard to ensure that all employees have an association to the business they are working for. They need to understand how to create loyalty and engage people even if they’re not attending an office 9 to 5.
