Rise in Permanent Jobs Reaches 4 Month High
Permanent placements rose sharply again in December, continuing what is now a four-month high and a 17-month trend. This is despite the overall employment rate remaining relatively unchanged during the same period, according to the latest Markit/REC ‘Report on Jobs’.
The report, published this month, reveals demand for staff has moderated slightly but ‘remains robust’. Availability of candidates continues to be problematic for some companies across the UK and is affecting the growth in certain sectors including IT.
Scotland and the Southern England saw the largest decrease in permanent candidate availability. However, every monitored region witnessed a decrease in the availability of permanent workers.
Kevin Green, REC Chief Executive commented: “The number of people finding jobs via recruiters is growing, even while the overall employment rate is plateauing. This suggests that more employers are turning to recruiters to help them fill vacancies as candidate availability continues to fall and recruiting good people becomes that much harder.
“Employers as a response to these candidate shortages are offering increased starting salaries to attract staff but while this has been the case for some time it isn’t translating into significant wage growth across the economy yet.
The steepest increase in vacancies was seen for permanent workers in the private sector, particularly in Accounting and Financial, closely followed by the IT industry. Relatively modest rates of growth were meanwhile seen for permanent and temporary vacancies across the public sector. Regionally, the Midlands witnessed the strongest upturn in permanent vacancies of all monitored UK regions in December, while London reported the slowest rate of growth, overall.
“Early in the New Year, people often think about changing jobs, so employers are going to have to think carefully about how they can both retain existing capabilities and find the new hires they need as competition for people intensifies. Bosses should consider going to wider talent pools and to be inventive about how to improve their employer brand and make themselves an even more attractive place to work.” Kevin Green added.