Managing the rise in temporary workers post-Brexit
As many businesses continue to exercise a degree of caution following the UK’s historic decision to leave the EU, a new widespread survey of recruiters has reported that permanent recruitment figures fell 6 per cent between June and July 2016.
At the same time, a report compiled by the Recruitment & Employment Confederation (REC) found that temporary and contract hiring increased by 34 per cent, a 2 per cent increase on the previous period. The report also cited that the majority of businesses surveyed indicated that uncertainty around the economic outlook had caused them to be cautious when hiring new employees, and prompted many to seek short-term staffing solutions.
Nursing, medical and care work were sectors identified as having the highest demand for both permanent and temporary staff during July. Construction workers were the least likely to secure a new permanent role, whilst executive professionals were the most in demand for permanent roles.
Kevin Green, chief executive of the Recruitment & Employment Confederation (REC), said: “Demand for staff remains strong with vacancies continuing to rise, but the fall in the number of permanent placements suggests that businesses are highly cautious about committing to new hires…However, we may well see confidence return to the job market more quickly than anticipated.”
With the inevitable rise in temporary and contract workers, HR professionals across the UK are preparing themselves for the increased workload that managing temporary staff can bring. Any non-permanent employee will not automatically have the same workplace rights as those who are permanently employed by your company, but it is still vital that you comply with all current legislation in place to protect temporary and contract workers from exploitation.
An excellent way to track and manage any temporary or contract workers within your company is via comprehensive, intuitive HR software. If you already have a HR system in place, adding in the details of all non-permanent members of staff will greatly reduce any paper-based administration headaches. A fully-configured HR system will enable you to efficiently process and balance the needs of temporary staff alongside permanent workers, allowing you to store all employees personal and financial details, manage working patterns, holiday and sickness leave, and track and monitor contract start and end dates. Most systems should also provide the option of transitioning any temporary workers to becoming full-time members of staff, should the opportunity or need arise.
Cloud-based HR and Payroll software, such as Cascade, can aid you in building and managing sophisticated processes that span permanent, contract and temporary workers. If you’re interested in finding out how our software could help to successfully monitor your staffing needs, whilst simultaneously maintaining your bottom line, then why not book a demo?