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Over-50s Could Solve Hospitality Worker Shortages
March 18, 2020

The hospitality sector’s labour shortage could be solved by midlife workers’ interest in the industry, according to research.

In a study from Caterer.com so-called ‘boomerangs’ (people who leave a job but return to the same workplace later on) could help plug the sector’s labour shortage while also meeting consumer demand for workers aged over 50.

A reported 2.5 million people aged 50 and older are interested in moving to the hospitality industry, while almost half of the population (45%) said they’ve worked in the sector at some point in their lives. 

The demographic presents a substantial talent pool for hospitality employers, as almost a third (30%) of workers over 50 are looking for a career change. When considering their options hospitality was the most popular choice among over-50s for a career move.

The research cited flexible shift patterns, strong social engagement and positive workplace culture among the top reasons hospitality was such a popular industry for workers over 50.

Almost half (48%) of people said working in the sector is also a great way to keep active as they age, and a further quarter (25%) of workers over 50 said the salary and tips available in hospitality jobs are appealing.

Patrick Thomson, a senior programme manager at the Centre for Ageing Better, said: “With fewer young people entering the workforce and over-50s currently making up nearly a third of all workers, it’s clear that older workers are not just the workforce of the future but of today.

“With many employers worried about skill shortages in the wake of new immigration plans it’s vital that employers in industries like hospitality are able to make the most of the talent and experience the over-50s can bring to the workplace.”

The wider public is also supportive of over-50s working in the hospitality sector. 

One in four (25%) survey respondents said they would trust hospitality workers aged over 50 to take their order and payment more than their younger counterparts, while 38% would be more comfortable if a hospitality worker over 50 handled their complaint or assisted in a crisis.

Thomson suggested there is plenty employers can do to ensure they aren’t missing the benefits of an older workforce. 

“Hiring age-positively can bring in a diverse workforce – this includes advertising in a way that attracts the widest pool of candidates. 

“Flexible working is crucial to supporting those with health needs or caring responsibilities to stay in work. And making training and progression available to employees at all ages is good for retention, making workers feel valued in the workplace,” he added. 

Two-thousand nationally-representative UK adults were surveyed by between 28 to 31 January 2020. Also surveyed were 2,251 hospitality employees on 5 February 2020.

Entry-Level Job Recruitment Predicted to Stagnate in 2020
January 13, 2020

The Institute of Student Employers (ISE)’s Pulse Survey found that 2020 has the worst predicted growth rate for graduate recruitment since 2016.

Employers are reportedly planning to increase their graduate vacancies by only 3% this year, compared to the predicted 18% growth of graduate recruitment numbers in 2019.

Seventy-four per cent of employers reported that it was no easier or more difficult to find graduate jobs than in previous years. 

One respondent in the energy, engineering and industry sector highlighted the challenges associated with students reneging on job offers. They said:

“Graduates are quite open about the fact that they will accept a number of offers and make up their minds at the end of the recruitment season. We do not have difficulty in finding quality graduates – if we don’t fill all our vacancies it is because of late withdrawals.”

However, charity and public sector graduate vacancies have increased by 14%, which the ISE said is preventing the labour market from shrinking. If the charity and public sector roles were to be removed from the figures the graduate market would be stagnant this year.

The ISE’s research also found that employers are increasing vacancies for apprenticeships and school leaver programmes by just 2%.

In 2019 employers reported an increase of 7%, which the ISE said demonstrated that the growth of non-graduate numbers stimulated by the apprenticeship levy is peaking.

Stephen Isherwood, the ISE’s chief executive, said:

“The graduate jobs market is an early indicator of the health of the economy as employers tend to plan further ahead when deciding their graduate recruitment needs. What we’re seeing now is particularly concerning as employers are normally over-optimistic at this time of the year. As we move through the recruitment season they typically recruit less than they had anticipated.

“Outside the public sector the market is not looking particularly healthy. The government needs to get the economy moving otherwise this year we’ll be in for a stagnant graduate labour market at best. If the government want to see further growth in the apprentice market it needs to address employer concerns about how the apprenticeship levy works,” added Isherwood.

The survey ran for three weeks during December and received 296 responses.

By HR Magazine News: Emma Greedy

Saturday Jobs Dying as Teen Employment Halves, Resolution Foundation Says
January 8, 2020

The number of working teenagers has almost halved in the last 20 years, a study suggests, sparking fears of the “death of the Saturday job”. 

A Resolution Foundation report suggests a quarter of 16 and 17-year-olds were in work between 2017 and 2019 – falling from 48% in 1997-99.

Young people were instead prioritising studies over part-time work, it added.

The think tank says the number of people who have never worked increased by 52% over the last 20 years.

The report says 8.2% of people aged 16-64 – some 3.4 million people in total – had never had a paid job. That is a 52% increase since 1998 when 5.4% had never worked, the report added.

The figures come despite UK unemployment falling to its lowest level since 1975 in the three months to October 2019.

‘Workshy Brits’

Laura Gardiner, from the Resolution Foundation, said: “The rising number of people who have never had a paid job has been driven by the death of the teenage Saturday job and a wider turn away from earning while learning.”

There had also been a sharp fall in the employment rate of students in further and higher education. while people were taking longer to find a job after leaving full-time education, the report found.

“With young people today expected to end their working lives at a later age than previous generations, it’s understandable that they want to start their working lives at a later age too,” Ms Gardiner added.

“But this lack of work experience can create longer-term problems, particularly if they hit other life milestones like motherhood or ill-health before their careers have got off the ground.”

Both household worklessness and economic inactivity are at record lows, the study said. Meanwhile, out-of-work benefits have become less generous in recent decades, it added.

“Lazy interpretations related to workshy Brits are very far wide of the mark,” the report added.

“Instead, the rise in the proportion of working-age adults who have never had a paid job is above all a story about the complex choices many young people are facing in trying to get the most out of their education.”

Ms Gardiner added: “More and more of us are now working, with employment hitting record highs and worklessness hitting record lows, but despite this, around one in 12 working-age adults have never worked a day in their lives – a 50% increase since the late 1990s.”

Workers Holding Multiple Temporary Roles
December 18, 2019

​More than one in 10 (12%) workers in the UK have multiple jobs and consider temporary work as their main role, according to research from Reed

The research, carried out as part of Reed’s ‘Temporary isn’t Temporary’ campaign, surveyed 5,000 workers and looked at their experiences of temporary and multiple-career roles.

When asked about the positive benefits of temporary or short-term contracts, more than a third (37%) cited work/life balance as the key reason they have followed this career structure. 

Access to a variety of work was the next-favoured reason at 34%, while 28% cited that a flexible and varied approach to gaining work experience would help boost their CV. Twenty-two per cent said seeing their family was a major benefit of temporary working. 

However, the research also found a variety of reasons some people are being deterred from temporary work. More than half (53%) of workers said they prefer the security of a permanent role, and 46% said the benefits of a permanent role (such as pensions and sick pay) are important in their preference for longer-term roles. 

Despite income and financial security being of great concern, two-thirds (66%) of workers indicated that they were not worried about the disadvantages of non-permanent work when applying for mortgages or loans. And more than three-quarters (77%) said they weren’t concerned about having to work whenever possible. 

The research also highlighted discrepancies in the views held by different demographics. 

Across the UK, multiple temporary contract roles seem to be favoured by men, with 21% viewing the increased hourly rate as an advantage compared to 17% of women. 

Temporary work appears to be favoured by the next generation and those at the beginning of their careers with 17% of 25- to 34-year-olds considering temporary employment to be their main role. More than a fifth (21%) of 25- to 34-year-olds hold more than one temporary role and 11% hold more than four temporary roles at one time. 

Claire Harvey, managing director of Reed UK & Ireland, said the research reveals that financial concerns can dissuade people from wanting to take up temporary work. 

“Having surveyed workers across the UK we know they want the flexibility of temporary work but are held back by financial concerns,” she said.

“When this barrier is removed there is little stopping workers from chasing their flexible working dream. And the good news is that a market with a healthy amount of temporary work can benefit both employers and employees.” 

Harvey added that employers can benefit from making sure temporary workers are given high-quality and varied work. 

“If employers can deliver the variety and quality of work at the same time as keeping the important flexibility in a role that candidate’s desire then they will capture the best temporary workers,” she said. 

“When they may not be able to employ a highly-skilled specialist on a permanent basis a client can benefit from their wisdom through a short-term contract. 

“With the progression of technology in the workplace it’s clear that the traditional nine to five is disappearing and, as a result, temporary or contract working is likely to become more and more common.”

UK Employers ‘Pause’ Job Hiring as Demand Falls to Seven-Year Low
December 13, 2019

Employers in Britain have “hit the pause button” on job hiring, according to a survey of the labour market that shows demand for new workers has tumbled to a seven-year low. ManpowerGroup said years of strong jobs growth had ended in 2019 as Brexit uncertainty and a slowdown in global trade took their toll on business confidence.

The recruitment firm’s survey of 2,101 employers found the outlook for the first quarter of 2020 was weak with hiring intentions by firms in London at a 10-year low.

A balance of companies, when asked whether they intended to hire additional workers or reduce the size of their workforce in the coming quarter, registered +2%, the lowest figure since 2012.

London, which has among the largest number of employers and usually offsets poor figures from the UK’s regions, was among the worst affected after hiring intentions dropped five percentage points from the fourth quarter to -1 for the first three months of 2020.

However, the east Midlands, described by the survey as a “bastion of positivity for many years”, fared even worse: employer hiring confidence fell 15 percentage points to -2%, its lowest level in more than a decade. Wales dropped to -1%, Yorkshire and the Humber hit -1% and the north-east declined to -4%.

ManpowerGroup said the normally buoyant market for workers in London’s financial sector began to dry up in the summer and had contracted ever since, particularly among accountancy and law firms that once aggressively recruited staff.

The report, which is used as a key economic indicator by the Bank of England and the Treasury, says: “Declining levels of confidence in almost every sector and region paints a sluggish picture for the start of 2020, with only a few bright spots.”

Official surveys have found that hiring has stalled and wage growth has begun to decline as firms said they were preparing for the threat of a no-deal Brexit and a slowdown in trade amid the US-China dispute over import tariffs.

The Office for National Statistics said in a report covering the three months to September that employment had fallen by 58,000 – the biggest drop since May 2015.

Chris Gray, the director of ManpowerGroup’s UK division, said: “Employers are hitting the pause button after many years of strong hiring. Signs of a slowing global economy, a general election and a lack of clarity about Brexit are weighing heavily on the minds of employers leading to many hiring plans being put on ice.

“Employers want certainty before they can make investment decisions and firm up hiring plans.”

Gray said employers continued to complain about skills shortages among engineers, IT staff, trades people, customer service representatives and medical professionals, with “little sign of them easing in the foreseeable future”.

A better than expected increase in hiring intentions across the West Midlands followed a resurgence in manufacturing and broader growth across the main cities around Birmingham.

The balance of firms reporting improved confidence increased by two percentage points to +13%. Manpower said while some sectors of the car industry were struggling, there was an increase in investment across the aerospace, trains, defence and shipping components supply sectors.

“We’re seeing an increase in investment in skills in the automotive sector and its supply chain focused particularly on electric vehicles and new technologies,” Gray said.

“One factor here is the ‘Greta Thunberg effect’, which is speeding up the demand for electric cars. The challenge will be filling the gaps – many employers are reporting difficulties finding skilled staff, and wage inflation is also driving up costs.”

Job Site Created for Special Educational Needs Sector
October 30, 2019

Senploy, the UK’s first recruitment website dedicated to uniting prospective employers and candidates within the Special Educational Needs and Disabilities (SEND) sector, has been launched by a charity worker.

Amy Allen, who works as the lead school administrator at Cheshire’s The Seashell Trust – an organisation which supports children and adults with severe and complex learning disabilities – decided to create the SEND niche jobs site as an antidote to a myriad of generalist job sites that did not reflect the specialist needs of the sector.    

Following a year’s planning to build and launch the online platform, the 39-year-old from Wilmslow hopes that Senploy will provide an easy solution to recruiting the best possible individuals to work within SEND, saving time and money for employers in the process.

With a guiding ethos that “niche generates quality” Allen believes that the site is set to become the industry’s go-to jobs destination which will, in turn, reinvigorate the sector with an influx of high-calibre talent.

Employers, including educational establishments, agencies, care homes, local authorities and families will be able to reach experienced professionals quickly and easily via a CV database of quality candidates and will also be able to manage their own recruitment processes through Senploy’s back office function.

Meanwhile, those working in fields such as occupational therapy, special needs teaching, social work, rehabilitation therapy, speech and language therapy and developmental psychology, will be able to access a large number of relevant job opportunities on one straight-forward portal.

Senploy founder, Amy, said: “There are hundreds of generalist job websites out there, but I’ve seen first-hand how they tend to generate too many irrelevant CVs… or not enough relevant ones depending on how you look at it!

“A niche sector needs its own dedicated site, since roles within SEND tend to be extremely specialised. It takes a certain type of person with a specific skill set to work in this area. The industry as a whole will benefit from having instant access to a rich pool of candidates with the right experience and jobseekers won’t have to upload their details to hundreds of different job boards. 

“Our mission is to help cut costs, save time and promote targeted two-way recruitment – we want to simplify the entire process and breathe new life into the sector by helping to match the right people to the right SEND role. At the end of the day, individuals with special educational needs and disabilities deserve to have professionals with the right skills working with them, so that they can achieve their life goals. We’re here to help make that happen. 

Sky Betting and Gaming Tech Academy Graduate Programme Open​ for Applications
October 18, 2019

The 2020 Sky Betting and Gaming Tech Academy Graduate Programme is now open for applications! The following is part of their promotional campaign.

If you’re passionate about Technology and want to work for one of the UK’s leading Tech companies on some of the country’s leading apps, websites and games, we want to hear from you!

Our unique Tech Academy Grad programme puts you on the path towards a company sponsored Master’s degree in Digital and Technology Solutions, accredited by Sheffield Hallam University.

We’re working to make a career in Tech more accessible and that’s why, whether you’re from a tech background or you’re completely new to the industry, our programme is open to all degree disciplines.

We’re also particularly excited to launch our programme on Ada Lovelace Day, an international celebration of the achievements of women in science, technology, engineering and maths.

We’re proud to announce that our 2019 cohort is 80% female increasing the diversity of future leaders in Tech. To find out more and to apply for our programme click the link below:


To view the promotional video following the link below:

Sky Betting & Gaming Tech Academy

Jobs of the Future – It’s Not All Robots
September 27, 2019

Preparing students for careers that don’t exist is no simple task, especially considering that of the most in-demand roles today haven’t been all that long — think UX designers, SEO experts, social media managers and virtual assistants.

Technology is evolving faster than ever before — some jobs are disappearing, others are evolving and industries are changing quickly. It’s undeniable that AI is changing how we work and robots are replacing jobs of our parents’ generation.

As always, with change comes opportunity. A 2017 report by Commonwealth bank stated that ‘the future of work will be primarily about how people can collaborate effectively with machines to do what neither can do alone’.

Alongside Deakin and Griffith universities, Ford Australia has created an extensive report on what the workforce will look like in the coming years.

The report describes possible future roles and the skills they’ll call for, plus a quiz students can take to find out what job they’re best suited to.

According to Ford, the major drivers of change will be technological advances, climate change, data democratisation and globalisation.

The industries of tomorrow will be centred on big data, algorithms, 3D printers and prosthetics, intelligent materials and more nuanced and complex ways of communicating. The report also states that digital skills and STEM/STEAM skillsare required across all future jobs. But it’s not all robots and AI — the list features jobs like ‘100-year counsellor’, a profession that would focus on helping people in their third age.

Here is just a handful of jobs that made the list:

  • Chief ethics officers: Working with large companies and government organisations to ensure they are considering genuine ethical practices and adhering to corporate social responsibility.
  • Flood control engineer: With extreme weather events becoming more common and rising sea levels imminent, there will be demand for specialised skills in hydrology and water flow management.
  • Net positive architect: Designing building solutions to create viable and responsible buildings by using spatial design skills combined with knowledge of new materials, green building processes and software solutions.
  • Virtual surgeon: Performing complicated surgeries on patients in remote areas using robotics and virtual technologies.
  • Cyborg psychologists: Helping humans to accept their synthetic organs and robotic limbs.

We don’t know for sure what the future holds, but we do know that technology is only going to keep progressing and the workforce will keep changing. To view the complete list, visit


Relevant links:

Resilient Graduate Jobs Market with 10% Growth
September 13, 2019

Institute of Student Employers’ (ISE) annual student recruitment survey reports a resilient graduate labour market with 10% more jobs than the previous year.

Nearly 22,000 graduate jobs were created. This was mainly driven by significant increases in finance and professional services as well as public sector employers who recruited 35% more graduates, particularly in policing and education.

Since the 2008 recession graduate jobs have grown 10% or above on just two other occasions – in 2013 and 2014. While this suggests a buoyant market, employers are cautious: the short-term and temporary hire of graduates through internships or work placements has dropped by 4% and 7% respectively. Employers also anticipate that Brexit and/or a recession will reduce hiring over the next five years.

The energy and engineering, and legal industries were the only sectors to make small reductions in the number of graduates they recruited, down 1% and 3% respectively.

Employers had challenges recruiting graduates for engineering, IT programming and development, and technical and analytical roles. Actuaries, electronic engineers, prison officers and quantity surveyors were also highlighted as shortage areas.

The average graduate starting salary offered by ISE members remains competitive at £29,000. This was up £750 on last year, however, when indexed to the Consumer Price Index, salaries have not recovered to pre-recession levels in real terms. Graduates entering law, finance or IT are the most highly paid.

Employers have also increased hires onto school leaver programmes to more than 6,000 – up by 7% on the previous year.

The average ISE member is paying £1.225 million annually to the government through the apprenticeship levy. They reported starting 11,224 apprentices this year of whom 52% were non-graduates, 25% graduates and 23% existing staff.

Stephen Isherwood, Chief Executive of ISE said:

“Although the drop in temporary opportunities is concerning as this enables students to gain valuable work experience, employers are mainly resisting the urge to dial down their recruitment in the face of current and future challenges.

“Hiring is up, employers are receiving a healthy volume of applications and they are paying more. We hope that this continues and will do everything that we can to support firms as they manage the uncertainty that lies ahead.”

What Does the Future Hold for Your Job?
August 6, 2019

You can access the short survey below to find out!

Jobs have always changed

Since the beginning of time, the type of jobs we do and how we do them has changed with the world around us.

Imagine we used to harvest wheat with sickles. It took lots of people a very long time!

New technology creates new tools

But we have always used technology to create tools that help us do our jobs better and faster. These tools also free up time, so that we can spend less time working and more time living.

The invention of the combustion engine led to the creation of cars, heavy-duty vehicles and airplanes.

New tools change how we do our jobs

These new tools change the way we do our jobs on a day-to day basis. For some jobs these changes are minor but other times they are significant.

The engine makes harvesting easy compared with using a sickle. Farmers today drive a harvesting machine, which harvests more in less time. Less people are involved in harvesting, which allows them to focus on other tasks. Entirely new jobs are created such as making, selling or repairing harvesting machines.

What does this have to do with me?

Today, there is much discussion about the effect of robotics and artificial intelligence on our jobs. There is no doubt that these advanced technologies will change how we work, what we do and which jobs will be available to us. This means that our jobs will evolve, just as they always have. 

Some people will see their jobs change more than others, depending on the tasks they involve. Certain jobs might disappear completely. But new jobs, some of which we can’t even imagine yet, will be created. We might also be able to spend less time at work and more time doing other things.

Take the survey to find out the chance of your job changing because of automation. Understand what this means for you and explore your options for the future.

Click on the link below to access the survey.