Industries Aren’t Just Leaning Into Temp Work

Industries Aren’t Just Leaning Into Temp Work

A November report by JobAdder, a global recruitment software solution, highlighted that contract and temp roles surged during September. Within the UK, these roles were up 58% from August. 

What the data highlights are that companies have already adapted to a new world driven by the pandemic and moving forward with hiring. Rob Bruce, technical manager, recognises the slant towards the temp side. “At the moment, from the technical division, I would say there is a 6/2 ratio towards temp roles. This is perhaps driven by covering sickness and also team members in quarantine. This is a valid reason and one that companies have adapted to. Firms have to look to look to productivity and efficiency gains wherever possible.”

However, the permanent job market is still very much active. Jaime Rana, specialist marketing recruitment consultant recognises some reasons why the permanent market is still very active. “Businesses who were lucky enough to excel or diversified during 2020 are now presented with new decisions to make. For instance, a client who specialises in yachts has leaned into a new marketplace of interiors. What this means is a requirement for new talent within businesses.” 

According to stats from KMPG and REC recent report on jobs, October saw growth in permanent places of employment in the Midlands and the North of England. This was offset by falls in the South of England and London. 

Jaime continues, “We are seeing many situations where restructuring is happening and companies with a clear strategy. Companies are not looking just looking at themselves and prioritising, people are too. Furlough has been a time of reflection for many candidates and has taught them something they may not have dwelled on, by recognising that it is time to move on. This creates a cyclical effect where roles still need to be recruited.”

“The permanent marketplace control is now very much in the hands of employers. For instance, what could have been criteria that candidates didn’t tick all the necessary boxes but were successful, is now much more rigid, where clients have high expectations and candidates to be perfect for that next step within their business.”

A space that Jaime has noted for a potential increase in for 2021 is the rise in fixed-term contracts (these are contracts that last for a specified period). “Speculation of a potential baby boom is rife, so this could mean fixed maternity contracts increase. A fixed-term contract provides flexibility for both candidates and clients. There are options for both sides to adapt and excel.”

Every crisis presents an opportunity for change. Whether temp, permanent, or fixed contract, there doesn’t have to be a heavier emphasis on one option as the solution. For recruiters, the emphasis has to be on a first rate experience for both candidates and clients.