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17/04/2022

Wishing you all a very Happy Easter !

06/04/2022

Real-time Talent Market Insights - March 2022

London was the top region in terms of % Total.
Management was the top sector in terms of % Total.

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About Labour Market Data

Based on 1,716,152 vacancies posted in the market during the last month.

We checked sources, and filters were necessary to produce a like-for-like comparison.

Feel free to Share, Like, and Comment

01/04/2022

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25/03/2022

During the height of the COVID-19 pandemic, more people than ever before began considering a move into a job into the IT sector, and a significant percentage of them followed through on their plan.

It isn’t too hard to see why – the IT sector in the UK today is full of businesses and new start-ups looking for tech professionals to join their teams and, as a result, the job market is booming at all levels, from entry posts right up to senior positions. So, which IT positions are currently the most competitive in the UK’s market? Here are just a few.

𝗙𝗿𝗼𝗻𝘁𝗲𝗻𝗱 𝗔𝗻𝗱 𝗕𝗮𝗰𝗸𝗲𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿𝘀

Perhaps the two most in-demand roles at present are those of frontend and back-end developers. The average salary a professional in these areas can command is around £40,000 - £45,000 p.a.

Being skilled roles that require specific qualifications and expertise, it isn’t too surprising that suitably talented candidates have some excellent options to pick from, with many different companies across a host of sectors seeking to secure someone to join their teams.

𝗗𝗲𝘃𝗢𝗽𝘀 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝘀

DevOps Engineers oversee a company’s IT infrastructure while monitoring software performance and making appropriate process improvements. As a result, it’s a very skilled position that requires an extensive knowledge and in-depth understanding of data management and coding in order to achieve the goal of encouraging more rapid coding with fewer failures in deployment.

Collaboration and communication skills are key to this role, too, since multi-disciplinary teams tend to work on projects together. An average DevOps Engineer’s salary is around £75,000, making this a very competitive and lucrative role indeed.

𝗝𝗮𝘃𝗮 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿𝘀

Java Developers have been in demand for some time, and it seems as if that has not abated during the pandemic. Since Java is still a top programming language, professionals with these skills are highly sought after.

Many of the most popular websites use Java, including eBay, Amazon, and Facebook, so it isn’t too surprising that a skilled professional can command an annual salary of about £75,000.

𝗙𝘂𝗹𝗹-𝗦𝘁𝗮𝗰𝗸 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿𝘀

Since full-stack developers require knowledge in both front-end and back-end development, they need a broad set of skills. Having a strong understanding of each software function’s layers is vital, and key skills that are needed for this role include UX, JavaScript, HTML, Python, Java, and PHP, among others.

More vacancies of this type are opening up nationwide, and they’re an attractive option for suitably talented professionals since average salaries come in at over £60,000.

𝗖𝗹𝗼𝘂𝗱 𝗔𝗿𝗰𝗵𝗶𝘁𝗲𝗰𝘁𝘀

One of the most competitive and lucrative roles to have burst onto the scene in recent years is that of cloud architect. More companies than ever before have now adopted hybrid working. That has meant an acceleration in cloud computing with a resulting increase in demand for skilled cloud architects who can develop companies’ cloud adoption plans.

With average salaries of around £92,000, these jobs are among the best options for anyone with an in-depth understanding of operating systems, programming languages, and networking.

These are five of the most competitive jobs available today in the UK for IT professionals, and they’re certainly the roles that recruitment agencies see the greatest demand for.

16/03/2022

𝟭𝟴𝟬 𝗗𝗲𝗴𝗿𝗲𝗲 & 𝟯𝟲𝟬 𝗗𝗲𝗴𝗿𝗲𝗲 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗘𝘅𝗽𝗹𝗮𝗶𝗻𝗲𝗱

𝗪𝗵𝗮𝘁 𝗶𝘀 𝟭𝟴𝟬° 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁?

This model of recruitment business splits the traditional model into two spheres – Business Development and Candidate Sourcing. Most recruiters opt for the latter over the former and tend to walk the lane of candidate sourcing.

These recruiters are called ‘Delivery Consultants’. This role is a good option for newcomers or anyone at the entry level. The role helps newbies understand the nuances of recruitment, source candidates, create a strong candidate pipeline, negotiate and convince candidates, and the other tasks associated with it.

However, this role acts as a supporting role to the 360°-recruiting team. There is more to recruitment than just sourcing candidates, though it is one of the main tasks attributing to the industry’s success.
The recruiter’s role ends once the candidates are sourced for the relevant roles and passed on to the client for shortlisting.
A word of advice to the newcomers who go in for such roles; while this role might not have too much growth or career path defined, it is pertinent to join an organization that represents the success path.

𝗪𝗵𝗮𝘁 𝗶𝘀 𝟯𝟲𝟬° 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁?

360° recruitment covers the entire lifecycle of recruitment and delivers a more complete and holistic solution to any business’s hiring needs.

This role encompasses the whole hog of understanding the clients’ needs and serving them with suitable candidates. Over and above that, going the extra mile with the client is critical to business success.

This role is quite demanding. It requires a host of skills from Business Development Skills, Negotiation Skills, Stake Holder Management and many other skills. All these skills are invariably crucial to the role, like being organized and well planned.

Meeting the client’s business needs is the most critical task here. Client Interfacing Skills plays a vital role here as it helps maintain a close business working relationship with the clients.

This paves the way for the Recruitment Agency to operate as an extended business division of the clients’ business. As a result, they have a clear vision of their recruitment needs.

Many professionals prefer these roles as it is rewarding with its stellar commission-based schemes apart from the salaries they take home. It also offers career progression and excellent growth opportunities.

𝗧𝗵𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗼𝗳 𝘁𝗵𝗲 𝟯𝟲𝟬°-𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗮𝗿𝗲:

There is a high likelihood of the client returning to you
They have less stress and effort than the 180°-recruitment model.

𝗧𝗵𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗼𝗳 𝘁𝗵𝗲 𝟭𝟴𝟬°-𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗮𝗿𝗲:

The 180° model requires the client to handle the entire interview process and onboarding as well.

The consultants working on the job roles have more time to provide quality candidates and coach them for the interview process.

As a business which process would you prefer? We would love to hear from you!

14/03/2022

Are you a recruiter ?

Check out our latest article on salary benchmarking which provides useful insights on salary standards in the UK.

Click link below-

Salary Benchmarking- Important tool to Identity the External Competitors Pay Market Posted By: Sam March 07, 2022 Business Print | Email Benchmarking salaries is an important part of running a company with employees. Salary benchmarking process is when a company collects and analyses the salary data...

09/03/2022

How Does Talent Market Intelligence in Recruitment Help Your Competitors?

Effective recruitment requires good market intelligence – the techniques, processes, and tools that give businesses the necessary insight to make well-chosen decisions. This intelligence couldn’t be more important in today’s labor market since it makes recruiting the most talented and qualified candidates easier.

If your competitors are using talent market intelligence and you aren’t, it’s easy to see how they can get ahead in the field. So, here we take a closer look at market intelligence, how your business rivals could be putting it to good use, and why you’re missing out if you don’t invest in it.

Recruitment Market Intelligence – What Is It?

The term “market intelligence” is used to describe the techniques and tools used to contextualise and find out data about competitors, candidates, and clients to help create a coherent strategy for recruitment.

Strong market intelligence can give recruiters the best opportunity to identify and hire the most skilled candidates.

What Impact Can Market Intelligence Have On Recruitment?

Organisations that fail to gather market intelligence are far more likely to struggle repeatedly to fill their vacancies. This holds true whether the problem lies with attracting suitable candidates or retaining candidates once they’ve moved into their roles.

A successful organisation can harness the power of market intelligence in several ways:

Seeking out correct information – to carry out successful recruitment, it’s essential to have the information required to understand the situation and create and implement the most appropriate strategy.

Building a stronger understanding of their sector – although recruitment techniques can be applied across several industries, true success necessitates a good understanding of the specific sector’s attitudes and current circumstances. To find the best candidates, organisations have to know the values and priorities of their potential candidates and align with them.

Understanding market developments and trends – new service and product launches, the departure and onboarding of major clients, and the closure and opening of offices are all events that give clues about an industry’s fluctuating circumstances and the talent flow between companies.

Creating talent maps – recruiting candidates isn’t just about putting up job adverts then waiting for suitable applicants to apply. Instead, it’s about creating then maintaining a map of possible candidates both in the sector and beyond it and forging relationships with them.

Gaining competitor insight – organisations naturally employ people who once worked for their competitors by forging relationships with potential candidates across the sector. Those workers bring their expertise and insights into the business rivals’ practice.

Developing a coherent recruitment strategy – it’s easier to acquire talent when a strategic approach is taken. When companies invest energy and time in collecting data about their sector, trends, competitors, and candidates, they can develop strategies that benefit their recruitment efforts.

Staying ahead of cutting-edge techniques and tools – recruit doesn’t just require reactivity; it also demands a willingness and an ability to adapt to change and integrate the latest techniques and tools.

Gaining Market Insights For Recruitment

It’s clear that gaining market insights couldn’t be more important for recruiters who want to strengthen their position in the marketplace.

Market intelligence enables companies to enhance their own USPs and attract top talent to their organisations. Of course, it also provides valuable insights into being more competitive within their industries.

07/03/2022

The COVID-19 pandemic has had a major impact on all our lives. However, one of the most significant effects has been felt in the job market.

As we are now recovering from the global health crisis, the media is full of news about “the great resignation” – unprecedented numbers of employees leaving their posts to move to new pastures.

Of course, those workers aren’t quitting their jobs without new ones to take up, so perhaps the phenomenon should more appropriately be known as the “great shuffle,” with staff members leaving companies in droves to move to new organisations to take up different employment opportunities.

So, what is this trend all about, and which companies are set to be the winners and losers when all of the shuffling is complete?

𝗪𝗼𝗿𝗸𝗲𝗿𝘀 𝗔𝗿𝗲 𝗦𝗲𝗲𝗸𝗶𝗻𝗴 𝗚𝗿𝗲𝗮𝘁𝗲𝗿 𝗙𝘂𝗹𝗳𝗶𝗹𝗺𝗲𝗻𝘁

Perhaps the primary reason behind the “great shuffle” is the desire of workers to find greater fulfilment in their employment. COVID’s many lockdowns have led to employees having to spend more time at home rather than in the workplace, giving them a greater sense of perspective about their roles.

Rather than being blinded by the daily grind, they’ve had the chance to step back and evaluate their work/life balance and their work environment and determine whether or not they’re truly satisfied in their current position.

Of course, it appears that many staff members were not and have used this opportunity to take a proactive approach to seek new and more fulfilling work with a company that is a better fit for their needs.

𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝗻𝗴 𝗧𝗼 𝗔𝘁𝘁𝗿𝗮𝗰𝘁 𝗧𝗼𝗽 𝗧𝗮𝗹𝗲𝗻𝘁

As companies have begun to recognise this new trend, they have had to work harder to compete and attract talent to replace the staff members who have resigned. Those who can often offer higher salaries post-COVID to persuade the most skilled workers to apply for their vacant roles.

Others are taking this opportunity to offer attractive incentives and a better work/life balance for employees so that they can retain their existing skilled team members while also winning over the most highly qualified and experienced applicants to join their ranks.

It’s clear that there is a greater need than ever before to come up with effective methods of recruitment and retention, or companies will be left behind.

𝗖𝗮𝗽𝗶𝘁𝗮𝗹𝗶𝘀𝗶𝗻𝗴 𝗢𝗻 𝗧𝗼𝗱𝗮𝘆’𝘀 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗙𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 𝗔𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁

Although the “great shuffle” is causing problems for some companies, organisations that are prepared to take a proactive and positive approach present some excellent opportunities for growth and development.

With the right insights, analysis, and strategies, companies can capitalise on the potential that the “great resignation” offers to bring in new and more productive team members and expand at scale.

With the right labour market analytics, companies can make well-informed decisions and take effective actions that will enable them to profit from this new trend and emerge from COVID with renewed success.

02/03/2022

Real-time Talent Market Insights - February 2022

Highlights

London was the top region in terms of % Total compared to the previous 28 Days.

Management was the top sector in terms of % Total compared to the previous 28 days.

About Labour Market Data

Based on 1,394,852 vacancies posted in the market during the Last 28 Days.

We checked sources, and filters were necessary to produce a like-for-like comparison.

Feel free to Share, Like, and Comment

To know more about fatraven and how we aggregate our data visit:

https://intel.fatraven.co.uk/

23/02/2022

Why Benchmarking Pay is Important ?

Benchmarking is the process in which a company measures its pay, benefits, and other metrics against others in an industry. Many companies analyze their salary and benefit structures. They want to ensure they are competitive in the market.

Salary benchmarking is when a company collects and evaluates salary data. Then they compare the data to competitors.

For example, if you are a recruiter, a client may ask you what the standard salary is for a job. By benchmarking, you can advise your clients on best practices for salary standards.

How is it beneficial?

There are many reasons why it is important. Here are a few:

Hiring Top Talent
By benchmarking pay, you show the job is competitive within the market. You can identify trends in labor costs as well. Benchmarking pay helps to continue to attract, keep, and motivate employees. Paying a competitive salary ensures you have a competitive edge.

Reducing Costs
High employee turnover hurts your company. If you offer competitive pay, you attract top-quality candidates. When you hire top talent, you will reduce your costs of turnover.

Ensuring Equity
By benchmarking, a company ensures equal and fair treatment for all employees. It will ensure you are following all federal regulations as well.

By using industry standards, a recruiter knows that the pay and benefits a company is using are unbiased towards any protected class. Fair pay can improve job satisfaction.

The market is shifting. Salary trends can change often. As a recruiter, you can advise your client on top trends within your region, sector, and job title.

Benchmarking salaries can be difficult. Using a third party can show the data is impartial and credible. It is vital to top companies to ensure they show continuous improvement. Whether you are benchmarking salaries, benefits, or even quality, you show your drive to hire top talent.

Click the link in comment box to know more about our Salary Benchmarking report.

13/12/2021

Real-Time Talent Market Insights- w.e 12th December 2021

Highlights

SOUTH WEST (ENGLAND) was the Top Region in terms of %Growth compared to the previous 28 days.

TRANSPORTATION AND LOGISTICS was the Top Sector in terms of %Growth compared to the previous 28 days.

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About Labour Market data

Based on 1,440,917 job vacancies posted in the market during the last 28 days.

We checked sources, and filters were necessary to produce a like-for-like comparison.

Signup our application if you want to know about the most recent labour market trends:https://lnkd.in/gJZ5fgAN

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06/12/2021

Real-Time Talent Market Insights- w.e 05th December 2021

Highlights

-3.8% decrease in the overall jobs posted compared to the previous 28 days.
-2.6% decrease in the overall jobs posted from Agencies posting these jobs.
-4.7% decrease in overall jobs posted from Direct companies posting these jobs.

SOUTH WEST (ENGLAND) was the Top Region in terms of %Growth compared to the previous 28 days.

Healthcare was the Top Sector in terms of %Growth compared to the previous 28 days.

feel free to Share, Like and Comment

About Labour Market data

Based on 1,486,187 job vacancies posted in the market during the last 28 days.

Follow us for weekly Talent Market updates
https://www.facebook.com/fatraven

We checked sources, and filters were necessary to produce a like-for-like comparison