The UK job market is impossibly tough in many industries today. With fluctuating statistics afflicting many industries, employers are struggling to fill vacancies which is threatening the productivity and performance of organisations in both the public and private sectors.
The British Chambers of Commerce’s latest Quarterly Recruitment Outlook (QRO) found that as many as 80% of UK businesses (of which 92% are SMEs) reported recruitment difficulties – down just 2% from the ‘highest level of recruitment difficulties on record’ last year.[1]
All this means that some employers are doubling down on their recruitment, offering financial incentives – like a golden hello – and highlighting benefits like flexible and hybrid working.
Some organisations may be investing more heavily in their employer brand too, ensuring their culture and values are clearly communicated across all their channels – and careers pages are critical. First impressions count, which is why the best careers pages are easy to navigate, fast to load and can be viewed on different devices. At Access Volcanic, what we’re seeing They’re also packed with content to inspire prospective candidates and encourage them to complete their application.
The Access Group Recruitment and Resourcing Index has revealed a gap between candidate experiences across the major sectors.
It was compiled using different metrics – including user-experience of careers pages, the number of questions on an application form, and whether candidates can apply via LinkedIn or need to send a covering letter. The higher the score, the better the candidate experience.
Top industries for candidate experience
Industry | Average index score |
Retail & ecommerce | 158.6 |
Homeware & interiors | 155.6 |
Tech | 152.0 |
Telecoms | 150.4 |
Manufacturing | 148.2 |
Energy & utilities | 147.0 |
Food & beverages | 146.9 |
Fashion | 146.8 |
Hospitality | 146.4 |
Travel & tourism | 142.2 |
Worst industries for candidate experience
Industry | Average index score |
Accounting & finance | 109.7 |
Automotive | 111.5 |
Building & construction | 112.0 |
Legal | 115.1 |
Architecture | 116.0 |
Creative arts & design | 122.4 |
Warehousing & distribution | 132.9 |
Transport & logistics | 133.7 |
Healthcare | 140.2 |
Electronics | 141.0 |
At the other end of the scale, the table is dominated by industries with long-standing skills shortages, like warehousing and distribution, and transport and logistics. Also on the list are some of the most highly-regulated sectors – accountancy/finance, legal and healthcare – which require evidence of professional qualifications and the fit and proper person test.
Why this research matters
Organisations today are not only competing with ones in their own sector but in others too. A record 40,000 teachers left the sector last year,[2] while health leaders have warned that the NHS cannot compete with the big warehousing and retail firms.[3]
It’s worth remembering, of course, that recruiting for some roles takes longer because candidates must be vetted. A DBS (Disclosure and Barring Service) check might be required for some roles, including health and social care workers, while others need proof of accreditation with a professional body such as the FCA (Financial Conduct Authority). Thanks to candidate screening and pre-employment screening technology, much of this process can now be automated, helping to save time for both hiring managers and candidates.
Tech can, and does, make the difference
Recruiters, working with their clients, can attract qualified candidates quickly using a recruitment website rather than pumping out job board ads – and what’s more they remain in control of frequency of the posting and also there’s no added costs to consider either. Integrated with your CRM ensures data is available of the candidates you’ve attracted – and it’s all at recruiter’s fingertips. This also helps enhance the candidate experience.
Recruitment websites have increased in their importance as key pieces of tech for any agency with this influence set to increase.
Lastly, using a recruitment website is an effective way to build for agency owners to build their own employer brand and reflects well with the clients they are working with and the candidates they are trying to engage. Attracting the very best consultants, through digital means, is highly satisfying for agencies as advertising costs come down and it proves there is efficiency in the digital employer brand building they are investing their efforts in.
All in all, using a specific recruitment website is an effective way for recruitment agencies to attract qualified candidates, reduce job board spend, and build employer brands during times of market fluctuations as unemployment rises. This type of platform makes it easier than ever before to find the right candidates quickly and cost-effectively. Plus, employers can leverage the features available on this platform to establish a positive reputation and attract high-quality talent. In the end, recruitment agencies who take advantage of this resource will be better placed to find qualified hires that are most likely to succeed in the role.
Commenting on the findings, Lillie Ubeid, Divisional Marketing Manager for Access Volcanic, commented:
“For agencies to excel in the current job market, a recruitment website is crucial to attract candidates and this keeps the agency in control of the quality and quantity of the applicants. Through effective reporting, an agency can see what the flow of candidates is and how they progressing. There’s also the consideration of building the employer brand of agencies through their recruitment website. Investing time and effort in your capabilities and promoting this online can help attract top talent, that in turn, can help bring on board new clients and builds relationships for your agency via your new hire. It's very much win-win.”
Find out more about recruitment websites by visiting www.volcanic.com
Methodology
The Access Group used two key metrics to compile an average index score for each industry analysed, based on the UK’s top 100 brands by turnover by sector.
● Core Web Vitals (CWV)
○ We ran each company’s jobs/career-related page through the Core Web Vitals tester (Lighthouse) then took an average score as the result. This would include the careers page, job listing pages and job description pages.
● Ease of Application (EOA)
○ We have taken the number of form fields needed to fill out the job application on the website and took that as the EOA.
[1] Source: www.britishchambers.org.uk/news/2023/04/quarterly-recruitment-outlook-no-sign-of-hiring-difficulties-easing
[2] Source: https://schoolsweek.co.uk/record-rate-of-teacher-departures-as-40000-leave-sector-last-year/
[3] Source: www.pulsetoday.co.uk/news/workforce/nhs-cannot-compete-with-amazon-and-other-retailers-for-staff
