HUMAN RESOURCES
The fight for talent in a post-pandemic labour market Forestry recruitment specialist Katy Davies (Agrecruiting Staff) looks at recent trends in the labour market – and what it means for both employers and those looking to enter our sector.
T
he skills and labour shortage in the UK has dominated the headlines recently and some industries are seeing higher rates of resignation than others – leisure and hospitality, retail and healthcare being among the most affected.
Is the sector losing talent to the ‘Great Resignation’? The Forestry and Land sectors were not immune to some of those statistics with some mid-level management professionals leaving the sector for several reasons including moving abroad, early retirement, and a desire to prioritise spending more time with loved ones. Further reasons for leaving the employment workforce include self-employment, with the benefits of being able to have the flexibility that self-employment often brings whilst staying within an industry they are familiar, with additional government funding and specialist business support having being made available for startup businesses in 2021 some employees took the risk after a shift in priorities during the pandemic.
FIGHT OVER TALENT IN LATE 2021 The current difficulties facing the sectors were also a well-documented topic in 2021 with October, November and December seeing the most jobs advertised than at the same time in previous years and vacancies remaining open for considerably longer periods of time than usual.
“LAST YEAR SAW A LARGE INCREASE OF NEW ROLES BEING CREATED WITHIN THE FORESTRY AND LAND SECTORS TO KEEP UP WITH DEMAND THROUGHOUT THE INDUSTRY.”
What is driving the skills shortage? Skills shortages within the Forestry and Land sectors have been attributed to several factors including its continued and rapid growth. Last year saw a large increase of new roles being created within the Forestry and Land sectors to keep up with demand throughout the industry including ecologists, tree Officers, tree nursery managers, science research and developers, carbon advisors and forestry investment advisors. In addition to the newly created roles, Ash dieback, HS2, storm damage and diversification opportunities including tree nurseries opened for landowners all requiring skilled candidates from throughout the sector.
Shift in attitude towards work-life balance The COVID-19 pandemic has created an unusual and unpredictable movement within the jobs market with employees now reporting to want to spend more time with family and loved ones. At the height of the pandemic in April 2021 a shift in attitude towards work saw more Forestry and Land professionals keen to move to businesses that aligned better with their new priorities with some taking salary cuts in order to obtain a healthier work life balance. Some businesses were quick to adapt and change to meet the demands of candidates with some companies offering continued or permanent working from home contracts, additional holiday entitlement and flexible working hours, with some businesses opening satellite offices in order to
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attract and retain the best candidates in the sector. A recent study showed that 89% of organisations are now offering flexible working arrangements. That compares to 58% before March 2020. Throughout the pandemic, some companies quicky adapted the recruitment process and Teams interviews and online applications became the norm, allowing those businesses to continue to successfully recruit throughout the stay local restrictions had a positive impact on business development. However, as the Covid restrictions continued to ease in the last quarter of 2021 attitudes once again shifted and returned to the pre-pandemic mindset with salary and location now becoming a top priority for 80% of candidates within the Forestry and Land sectors.
High demand for talent sees salaries soar A gap between the high demand for skilled workers and the supply of those actively searching for work has created a fierce competition for candidates within the Forestry and Land sectors with some salaries increasing by up to 35% within middle and senior management levels. A shortage of skilled workers has led to some companies offering contract bonuses and additional benefits in order to secure highly skilled candidates. These wage increases are driven by a need to respond to the current market with recruitment and retention challeng-
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