LinkedIn recently published their 2019 Global Talent Trends report, an annual survey of 5,100 hiring professionals, which informs businesses of today’s hiring challenges and solutions.
This year’s report focuses on the transition of the employer-employee power dynamic, giving way to a more transparent, trusting relationship.
According to the research, 75% of UK hiring professionals say that flexible working will be ‘very or extremely important’ in the future, with 84% acknowledging that it helps employees maintain a better work-life balance and 72% agreeing it makes their workforce happier.
With only 17% of people admitting they love their job, how can businesses take these trends on board and improve employee happiness?
Lorna comments: “I’m not surprised that flexible working is now being viewed as a necessity, it’s the very foundation upon which RedWigWam was built. Recruiters have got to understand that the workforce is ever changing, and people need to be able to work around their lives – the days of a strict 9-5 will soon be a thing of the past.”
An online survey of 2,000 working Brits found that seven out of 10 employees take less than an hour for lunch and many would rather have flexible working hours than any designated lunch break. When asked what they would prefer instead of a lunch break, 40% said they would rather have reduced working hours so they could come in to work late or leave early.
Lorna adds: “There’s already so much pressure on parents to maintain a work-life balance, employers have a responsibility to offer and encourage flexible working options. Not being able to support requests to work flexibly could result in unhappy workers, looking for jobs elsewhere.
“Offering flexible working conditions is now a key way to gain employee’s respect, whilst increasing productivity and happiness at work. Businesses not being prepared for these requests can leave staff feeling stuck in a working pattern which doesn’t fit their lifestyle, this results in staff feeling guilty for taking time off, with some even missing out on major life events – all of these factors have a major effect on how much employees value and like or love their job.”
Other top trends that emerged from the study were pay transparency and greater demand for soft skills.
Lorna comments: “I’ve always found good ‘soft skills’ to be a big bonus in our workers. When we send a worker out on a temporary role they’re an extension of our brand, so having great communication and etiquette is beneficial for everyone.”
“As for pay transparency all our workers receive the same wage and we never discriminate, we’re always upfront about the wages we offer and encourage workers to pay a living wage, not just minimum wage.”