News

News

  • November 24, 2021
 
 

As we approach the end of another year we are looking ahead to what 2022 will bring.

2021 saw a number of political and global actions, namely Brexit and Covid-19, have an effect on the Bids and Work-Winning sector. However, as we look ahead to 2022, we look at what the after-effects of these have had on the industry and what other trends we will be faced with when recruiting in to this sector. 

1. Reductions in the size of Candidate Pools

As the country and economy re-bounds we will see the current record level of vacancies continue.

“The number of job vacancies in the UK has hit a record high, according to the latest official figures. Vacancies hit 1.1 million between July and September, the Office for National Statistics said, the highest level since records began in 2001”.¹

Whilst the shortages of hospitality and driving personnel are taking the headlines the same supply demand dynamic exists in work-winning. Change is driving the need for new skills and supply is stretched thin.

 

2. Candidates have other options

Those candidates actively engaged in seeking a career move have plenty of options. It is rare to have a dialogue with a candidate that is exclusive and clients are finding that when they do offer, competition is rife.

Our advice as always is that those companies with a first-class candidate journey - where hiring managers engaged in closing a deal and the offer process is efficient and competitive, are being successful in hiring new talent. Any weak spots are cruelly exposed in the current market conditions.

 

3. Continuing inflation of salary expectations

Candidates are only moving for the right role, and are now less likely to compromise for a role. Part of this is salary expectation and we know that candidate expectations are rising.

Current expectations lie between 10% to 20% but we have live data showing average increases of 20% to 25%.

 

4. The year of counter offers

Every candidate will have to deal with a counter-offer discussion. The offers made need to be the “best offer” to secure candidates, and you only get one chance. Even then you are likely to be up against a counter bid.

 

5. Flexible working

Flexible working and working from home have become so widespread that if you do not offer one, or both, you will find it difficult to attract candidates in 2022. The harsh reality is that if you are full time in the office, you are a difficult client to recruit for. Even candidates who are happy to work five days in an office tend to view this as a negative culture. In a market where candidates are in short supply, this will definitely be a hurdle for many.

 

6. The big resignation?

We don’t always believe what we read...

“Almost a quarter of workers are actively planning to change employers in the next few months, a report has claimed, as part of a “great resignation” prompted by a high number of vacancies and burnout caused by the pandemic”.²  

There is no doubt that there is some truth in this but we have no evidence that the percentages being published are representative of the work-winning market. We do however know that demand already outstrips supply and any catalyst that exacerbates this further is a risk.

 

Get in touch with one of the Bid Recruitment team to further discuss any of the above points, and to find out how they can help you with your recruitment needs in 2022.

 

¹ https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/jobsandvacanciesintheuk/november2021

² https://www.theguardian.com/money/2021/nov/01/the-great-resignation-almost-one-in-four-workers-planning-job-change