recruitment Archives - Planet Recruitment

Challenges and Opportunities Facing IT Graduates

April 26, 2024/in business, business trends, challenges, Graduates, it, leadership, management, people, recruitment /by Alex Walker

The recruitment world frequently engages in discussions about the challenges and opportunities facing IT graduates, given the persistent demand for skilled professionals in the Information Technology sector.

However, despite the growing number of IT graduates entering the workforce, many of them seem to experience stressful times, especially when transitioning from academia to the professional world of work, according to some sources.

In this blog, we explore the cultural shifts, skills gaps and strategies that can empower young graduates to thrive in the IT industry and help businesses leverage the graduate talent pool.

Navigating the Cultural Shift: Transitioning from Campus to the IT Industry.

Recent surveys show that University grads often find themselves feeling “exhausted,” “lost,” and “anxious” as they step into the workforce. Contrary to popular belief, these struggles are not solely generational but cultural. The shift from education to the professional world involves three critical dimensions: Feedback, Relationships and Accountability.

Empowering IT Graduates: The Crucial Role of Feedback

In academia, feedback is an integral part of the academic program and fundamental to the successful completion of the course. Frequent and structured feedback is usually initiated and led by educators to address areas of concern and move forward.

In the workplace, it becomes more sporadic and nuanced. Graduates must adapt to receiving constructive criticism and learn to use it for growth. Especially IT Graduates should take ownership of their learning and development progress, actively seeking opportunities to demonstrate the application of the feedback in practice. This approach is often overlooked and underestimated but helps form positive relationships in the workplace that are fundamental to success.

Meaningful Connections: Building Relationships as IT Graduates

As previously mentioned, building professional relationships is essential. Networking, mentoring, and collaboration are vital skills in the early stages, especially in highly technical fields such as IT. IT Graduates should embrace opportunities and connect with colleagues, managers and industry professionals. One way to address this could be through community or work-based projects, showing enthusiasm and showcasing aptitude and accountability. This is critically important when you try to establish yourself in a professional environment.

Accountability And Personal Development

The transition from a structured academic environment to a more autonomous work setting can be daunting. Graduates must take ownership of their tasks, meet deadlines, and demonstrate reliability. This often goes together with a skill gap assessment and making a provision for ongoing learning. While degrees provide foundational knowledge, the rapidly changing technical landscape necessitates continuous learning. Employers seek candidates with relevant skills, regardless of their educational background.

Opportunities and Adaptability

This shows the importance of seeking further training and investing in personal development. In doing so, graduates demonstrate adaptability and suitability especially when choosing a career in an ever-evolving field such as IT and Engineering.

Perhaps the best advice, naturally, is to stay curious, explore emerging technologies, and seek professional development opportunities.

Some examples of areas of further development for IT graduates include:

Programming: Proficiency in programming languages (Python, Java, C++) is crucial. Graduates should work on real-world projects to hone their coding skills.

Cloud Computing: Cloud platforms (AWS, Azure, Google Cloud) are integral to modern IT. Familiarity with cloud services and deployment is advantageous.

Cybersecurity: Protecting digital assets is paramount. Basic knowledge of cybersecurity principles and practices is valuable.

Conclusion

To summarise, entering the workforce can be daunting, but with the right mindset and continuous learning, recent graduates can thrive. Smart companies should foster a supportive culture, and young employees should invest time and effort in mastering the necessary skills. The journey from campus to cubicle is a transformative one, and graduates have the opportunity to shape their own success stories.

If you are looking for an employment opportunity in the IT and Engineering field, reach out to our friendly team at Planet Recruitment. Start your new journey with us.

Read more about The Recruitment Skills Shortage..

Delving on the shortage of talent and what can be done to bridge the gap? An insightful blog exploring the key issues surrounding recruitment.

The Recruitment Skills Shortage: Mind The Gap

February 23, 2024/in challenges, construction, leadership, people, recruitment /by Darren Fuller

The recruitment skills shortage poses a significant challenge for businesses of all sizes. HR professionals and hiring managers must remain vigilant, keeping pace with industry trends and understanding the obstacles they face. As the demand for skilled workers consistently outpaces the available supply, strategic efforts are essential to address this ongoing issue.

Industry Insights Analysis

Across all industry sectors from IT, Engineering and Construction to Hospitality and Healthcare, businesses find it extremely difficult to fill their vacancies. This multi-faced and complex issue is a result of a combination of reasons namely the baby boomer generation retiring; the pandemic and Brexit are all to play.

Drilling down into sectors, IT and Technology, the rapid pace of digital innovation has led to a scarcity of developers, data scientists, and cybersecurity experts. Similarly, the healthcare industry is grappling with shortages of nurses, physicians, and medical researchers.

The engineering sector also experiencing a dearth of qualified professionals across various disciplines due to a lack of trained and skilled staff. According to many sources, many qualified and experienced staff on the managerial level are at or nearing retirement age. They are either staying put or have decided to end their careers with no prospects of being replaced.

What is causing your skills shortage?

When thinking of the world of recruitment challenges, important questions spring to mind: Firstly, why do we need to know all about the industry insights and trends; what can be done about it, and more importantly, how best to move forward?

The answers depend on the businesses’ individual circumstances as well as strategy. Some will have a greater impact than others. Nevertheless, understanding the drivers of change in the size of the workforce is important to identify the sources of vulnerability and resilience to future shocks. Also, staying abreast of the trends can help you navigate an unpredictable economic environment which has a direct financial impact on product and service delivery, affecting your business growth.

Do something about it.

To address the current challenges in the recruitment industry, organisations must strategically utilise technology, cultivate employer brands, and allocate resources to offer a comprehensive training and development initiative. Training and upskilling not only improves the ability of your existing employees, but well-executed training plans and courses are a major factor in attracting fresh talent.

It is also important to ask for help when needed. If you are struggling to fill vacancies, why not to speak to a quality recruitment agency for advice. Any reputable agency will be more than happy to offer free advice to struggling companies.

Thinking short-term can also help

Have you considered hiring contractors, or temporary staff to fill the skills you are missing? Every day without the right people is costing your business in loss of productivity and earnings.

As the workforce landscape evolves, staying ahead of the trends is paramount for businesses to maintain competitiveness in today’s dynamic and ever-changing job market.

If you’re facing recruitment challenges and need assistance, please reach out to one of our experts at Planet Recruitment. We specialise in connecting great employers with talented temporary and permanent candidates who are ready to make the impact. Whether you’re hiring for your company or seeking your next job opportunity, we strive to take the headache out of the process. Our personalised services, specialist teams, and accessibility ensure that you’re never left talking to a machine. Let’s find your next appointment together.

Meet Ieuan Morgan – Part of the Planet Family for 1 year!!

August 24, 2023/in challenges, construction, leadership, people, recruitment /by Barry OBrien

Ieuan Morgan joined the Planet Recruitment family one year ago… in that time he has become a key member of our industrial team – probably the busiest desk in the business.

Ieuan is a great guy so we thought you’d like to get to know a little more about him…

So Ieuan, let’s start with an easy one… tell us a little about yourself..?

My name is Ieuan Morgan. I’m from Didcot. Relatively new to recruitment. I have come from a football coaching background previously. I’ve been married for 18 months, and my wife and I are expecting our first child in December! It’s both exciting and very nerve-racking… but we can’t wait!!

What brought you to Planet?

I knew our Director, Graham Cole, previously having coached two of his sons. Also, Ollie Thomas & I went to the same school. I saw they were looking for a trainee recruitment consultant. I messaged Ollie and here I am!

Did you come across anything that surprised you when you joined?

Obviously coming from a ‘non-recruitment’ background, I came in with no preconceptions. Not many surprises so far, which is good.

Tell us about your role

I work on the industrial desk at Planet Recruitment. My main role is to find candidates for jobs and then get them out to work.

Planet Recruitment – What’s it like to work there?

It’s great! Every day is different. There’s a good group of people here. The office has a good feel about it. The team we have on our desk is great, it feels like you’re working with your mates and not just work colleagues.

Favourite Planet Memory?

There’s been a few good moments at Planet. Within my first month here we did Tough Mudder, which was a good achievement, so I would probably say that!

The biggest challenge at Planet?

This job can be ruthless at times. Especially when you’ve worked hard to get someone a job and they then don’t show up 🤦‍♂️. Thankfully that hasn’t happened very often!

What makes you tick outside work?

Like I said, I’m a football coach away from Planet. I’m in with the u16s at Oxford United three evenings a week and matches on a Saturday morning, so that keeps me pretty busy!

What’s your guilty pleasure?

I’m not sure I have a guilty pleasure; not one I want to admit here anyway! I would have to come back to you on that… 😆

So… I came across this photo. Please explain…?

My first Christmas party with the company. Too many beers, too early and not enough water! Very rooky error!

If you were to give advice to a 14-year-old you – what would it be?

Work hard in school. Do what makes you happy and follow any dreams with a passion and the desire to be the best at what you do.

If you were to give advice to a young person thinking of entering the world of recruitment, what would it be?

Do it! It’s a really rewarding job. Be prepared for stressful and long days though.

Challenges And Opportunities Facing The Construction Industry Today

July 27, 2023/in challenges, construction, leadership, people, recruitment /by Kris Blaszko

Yes, the UK construction industry faces challenges over the next 12 months and beyond, as it continues to fight back against the impacts of the COVID-19 pandemic, rising interest rates, and other rising costs. However, the industry also has some big opportunities to benefit from the government’s infrastructure plans, green initiatives and innovation as well as the increasing demand for private housing and improved infrastructure.

Economic Recovery

The construction industry in the UK is expected to shrink by 0.7% in real terms in 2024. But that’s an improvement following a 1.2% contraction in 2023. The main reason for the decline is rising interest rates and a blip of confidence in the residential sector. However, we are beginning to see signs of light at the end of that tunnel. Inflation is being reigned in and most experts predict that interest rates have now peaked.

The industry is expected to return to growth sooner rather than later, as the economy recovers from the threat of recession and consumer confidence improves. The government’s fiscal stimulus measures, such as the £100 billion National Infrastructure Strategy and the £4 billion Levelling Up Fund, will also support the construction industry’s recovery.

Green Transition

The UK construction industry has an opportunity to contribute to the global efforts to tackle climate change and achieve net zero emissions by 2050.

To achieve these goals, the government has announced various green initiatives. These include the £9.2 billion Green Homes Grant Scheme, the £1 billion Public Sector Decarbonisation Scheme, and the £5 billion Project Speed Programme.

We need to adapt to new regulations and standards and set minimum energy performance requirements for new buildings from 2025. As a sector, will also need to invest in innovation and digitalisation, offsite manufacturing, and smart technologies, to improve efficiency and quality.

Recruitment Opportunities

The industry still faces the significant challenge of recruiting and retaining a skilled and diverse workforce. It is predicted that an extra 225,000 construction workers will be needed by 2027 (45,000 workers per year), with the major sectors in demand being private housing, infrastructure, and repair and maintenance.

Construction will also need to address the shortages of both skilled and unskilled labour, which are likely to be exacerbated by Brexit and an ageing construction workforce. We need to attract more young people, women and ethnic minorities into construction careers.

To help meet this challenge, the Construction Division here at Planet Recruitment strives to attract a diverse range of recruits for the industry and will work alongside our construction partners to deliver the candidates they may struggle to source themselves.

Embrace The Challenge

Yes, we are facing some challenges, but our sector has massive opportunities ahead. By recruiting and retaining a skilled and diverse workforce, who are ready and able to work with new technologies and standards to improve efficiency and quality, the industry’s resilience and adaptability will be key to future growth.

AI is not a threat to your tech job, but an opportunity for your tech career.

July 21, 2023/in business, covid, leadership, recruitment /by Megan

Artificial intelligence (AI) is a powerful and disruptive technology that can change every industry and every aspect of our lives. But it also raises some questions about the future of work and the role of humans in a world with more machines.

Some people say that AI will take over your job and leave you jobless. A report by Goldman Sachs even says that generative AI, a type of AI that can make stuff like text, images, audio and video, could replace 300 million jobs worldwide, or one-fourth of current jobs in the US and Europe. The report says that many sectors, from office work to art, will be affected by AI.

But this is not true. AI is not bad for your job, but good for your career. Here are three reasons why:

AI can augment your work, not replace it.

AI is not one thing that can do everything better than humans. AI is many things that can do different things in different ways. Some types of AI are more advanced than others, and some tasks are easier to automate than others.

For example, generative AI is a new type of AI that uses deep learning to make realistic content based on inputs or prompts.

Generative AI can make content like poems, stories, essays, songs, paintings, logos and even faces. But generative AI is not perfect or smart. It often makes mistakes, biases and ethical problems that need human help and check. Also, generative AI cannot make content like humans do. It can copy existing styles and patterns, but it cannot make new ones or show unique views.

So, generative AI is not bad for your job, but good for your work. For example, generative AI can help you write faster and better by making summaries, headlines or quotes for you. It can save you time by drafting contracts or documents by making templates or clauses for you. It can help you design buildings or solve problems by making sketches or simulations for you. It can help you create new art or entertainment by making novel or diverse content for you.

AI can create new tech jobs and markets

The second thing to note is that AI is not a zero-sum game that reduces the total amount of work available for humans. Rather, AI is a catalyst for innovation that creates new jobs and markets that did not exist before.

New technology does not just kill jobs, it also makes them by making new products, services, industries and skills. For example, the internet made jobs like web developers, social media managers, online marketers, e-commerce sellers, cybersecurity experts, etc. In the same way, AI will make jobs like AI engineers, AI ethicists, AI trainers, AI auditors, AI translators, AI artists, etc.

Also, AI will make new markets and chances for workers by making their work more wide, easy, and more valuable. For example, AI can help you give better solutions to customers around the world by making content, features, and feedback for them. AI can help you work with other people online by making communication, documentation, and coordination tools for you. AI can help you start and grow your own business by making business plans, strategies, and insights for you.

AI can boost your tech well-being and prosperity.

The third thing to note is that AI is not a menace to your tech well-being and prosperity, but rather a means to improve them by increasing the efficiency, quality, and affordability of tech goods and services.

These benefits can mean more money, lower prices, better health, more education, more free time, and more joy for workers.

AI does not hurt your well-being and wealth, but improves them by making your work more efficient, quality, and cheap. You still choose how to use or enjoy the goods and services that AI gives you. You still make sure that the benefits of AI are shared well and fair among all people. You still follow your own goals and values in a world better with AI.

Don’t be afraid…

Do not fear or fight AI. Use and work with it as a good friend that can boost your career. Saying that, be careful of the problems and issues that AI still has, and the ethical and social things that need to be solved before AI can be used more. Do not let AI do your work, but work with it to make your work better.

Employee Turnover: A critical factor to business success or struggle

February 22, 2023/in business, covid, leadership, recruitment /by ollie Thomas

Low employee turnover is crucial for the success of any business. Retaining experienced and knowledgeable staff leads to consistency in service delivery, better employee morale, and increased client satisfaction. It is also cost-effective and helps retain expertise.

We’re very lucky here at Planet Recruitment. I joined in April 2021 as employee number 4. Right now, we’re at 22 members of staff and have only lost 1 other. Recruiting and keeping the best people is a cornerstone of our business – we really do practice what we preach!

Here are five reasons why low staff turnover should be a priority for your business:

Consistent service delivery: Keeping experienced and knowledgeable staff leads to consistent service delivery, which builds trust and credibility with clients, enhances your reputation, and increases referrals.
Cost-effective: High staff turnover is expensive. Retaining staff saves on recruitment costs, onboarding, and training, freeing up funds for investment in other areas.
Better employee morale: High staff turnover leads to low morale and disengagement. Keeping staff happy and motivated leads to higher job satisfaction and better productivity.
Increased client satisfaction: Low staff turnover leads to increased client satisfaction. Repeat business and referrals generate more revenue and a better reputation for your business.
Expertise retention: Hiring and retaining experienced people keeps their knowledge and expertise within your company, improving performance, and maintaining a competitive edge.

In conclusion, low staff turnover is crucial for the success and growth. It saves costs, enhances your reputation, improves morale, increases client satisfaction, and retains expertise. Make it a top priority to retain your valuable staff, and watch your agency thrive!

How to lead your business out of the COVID-crisis

May 26, 2021/in business, covid, leadership, recruitment /by Darren Fuller

We are in another crucial period for any organisation wanting to come out of the crisis with their best foot forward. Whether you are aiming to come out stronger than you went into it or simply ahead than your competitors, effective leadership is key to achieving your post-covid goals.

We’re lucky. We have leaders in our business that have been through the 2008 recession so it’s not the first major economic challenge we have faced. We’re also fortunate to have clients with very strong leadership meaning that their businesses are already reaching pre-lock-down levels of productivity.

Some clients however, as well as some in the wider business community, have asked us what areas we are focusing on. How are we showing the level of confidence to our teams to make sure that they are approaching challenges head-on?

So, to help other businesses out there, I’ve decided to share my thoughts and suggest the areas I believe you should concentrate on to lead your business beyond the crisis.

Crisis Management

The New Normal, The Next Normal, whatever you want to call it, we all need to adapt to new realities. What have the last few months thought you about how your business reacts to crisis? Where do you need to adapt to make sure you can manage these unforeseen circumstances in the future? Now that you have been affected once, show your teams that you’re not going to let the same negative impact happen again.

Strategise

Even things that worked before are likely going to have to change now. You may need to adapt your business model to meet the changing needs, requirements and concerns of your customers. This goes further. Economically things are going to be very different, so you need to adapt your plans to reflect this.

Make sure you have the right people in the key areas to achieve your goals. We are doing this with a lot of clients at the moment – take stock of who you have and how they can drive their own areas forward.

Use technology to give yourself the edge. Early in the lockdown, we adapted and used video interviewing software to continue interviews and maintain the supply of staff to clients. Identify what tech can give you the advantage that your competitors are missing?

Beware of the hype

The news, colleagues, other business contacts, even friends and family will be full of “new information”, advice and speculation. With the news feed updating so quickly over the last few months, it’s easy to get caught up and react too quickly and overreact. As you receive new information, take stock. Look at the source. Is it reliable? Are they the right person to advise? Think first, get the facts and then react.

People First

Lead people, not situations. Your staff are your biggest advantage. They are unique tools that other businesses don’t have. Listen to them. Don’t force them to work in conditions where they feel unsafe. Consider and adapt to their needs. If they feel respected and valued, they will follow your lead and aim to achieve your vision.

Your strategy should put your people and culture at its core.

Managing existing and new clients

All businesses have just gone through a huge personality test. This has been a great opportunity to showcase our true values and authenticity to our clients. Businesses who have stood by their clients, helped them through difficult times, offering advice and consultancy, will be the ones who’ll continue to thrive.

It has also been a great time to cultivate new relationships, build your brand and let new people know what you and your business stand for.

There’s no doubt that business and society has changed for at least the foreseeable future. What worked in the past might not necessarily work in the future. Your employees will be looking in your direction for guidance. What you do as a leader will shape your businesses’ and their future.

Returning to work

May 18, 2020/in business, covid, General, leadership, management, people, recruitment /by Darren Fuller

Following that ‘announcement’ from the Prime Minister last Sunday, and further clarification since, we’re all expecting people to gradually begin to return to work over the next while. However what does that mean for employers and employees? What do you need to do to be ready?

Thankfully, other countries have already began this process and we are able to learn from their lessons. Adopting clear and concise safety measures, flexibility and transparency are key to easing the transition for employees returning to the workplace. Health & Safety must remain the top priority in order to keep our teams safe and health as well as regaining their confidence that it’s safe to come back.

The guidelines can be a little daunting so we have compiled some points to hopefully ease the transition into what will become a new ‘normal’ within the workplace – ‘Get comfortable with the uncomfortable’!

1. Focus on Door to Door health and safety of employees

This means providing in-facility safeguards to staff. Where possible, provide masks, hand sanitiser, employee temperature screenings and social distancing. Regular and aggressive cleaning schedules for buildings and facilities. But employees could equally be at risk when they commute, eat lunch or meet clients, so anticipate and respond proactively to such risks.

Some quick wins…

– Ensure social distancing in offices – reduce hot desking, restrict the number of people in meeting rooms, shared spaces and kitchens. Think about reshuffling your floor plans, allow those who can remain working from home to do so and consider staggered opening times to reduce congestion at peak times.

– Distance Assembly line workers – allocate more time between shifts and think about reducing expectations for production because it may take people longer to move around.

– In other countries, mainly Asia, they have started to conduct health & safety checks at entry. This might be a while-off here in the UK, but the future could see us measuring body temperatures when employees arrive and asking for regular health declarations.

Waitress with meat dish serving catering table with food snacks during party event

2. Stagger your workforce’s return

I touched on this in the last point but it’s something that will really help. Most companies in other countries have begun returning employees to the workplace in phases. Look at your people, their roles and skills and decide who should return first, who can remain working from home and if necessary, who to remain on furlough.

Also, ask for volunteers. Ask who is happy to return first, those that declare themselves fit and healthy and confident to be back. Similarly, ask who is happy to keep working from home. Remote working isn’t for everyone, but some people thrive on it.

3. Maintain frequent two-way communication.

Leverage all the tools available to you. Use town hall settings if you’re communicating to those already back to site. Emails to the wider teams and intranets if you can. Proactive, frequent and transparent communications about policies and plans, the reasoning behind them and a clear timeline will help employees understand your thinking and ease them through the transition.

Ask for feedback. This is something that we haven’t gone though before so none of us have all the answers. Being felt like their opinion is valued, then employees are much more likely to buy into your plans.

industrail background of caucasian mechanics engineer operating lathe machine for metalwork in metal work factory

4. Plan for a protracted period of disruption

“Get comfortable with the uncomfortable”. What do I mean by that? Basically, be prepared to react and respond repeatedly as things develop.

The back to work process will come in cycles so you may need to repeat and adapt multiple times. Furthermore, make it easier for employees to adapt. Some ways you can do this…

– Provide and update technology, including hardware, software and security.

– Fortify remote working policies. People are likely to be working from home for some time so use what you have learnt over the last couple of months.

– Be flexible. People might need some leeway as they adjust. Some might be weary or even scared and might need time to fully get back into the swing of things.

Remember, as I said, none of us have gone though any of this before… none of us know all the answers. If you find yourself struggling, unsure or feel like you need some advice, please just pick up the phone. We’re talking to lots of businesses over all industries who are going through this so might just have the answer you’re looking for…