- Inflation and rising bills have caused a perfect storm in recruitment, but employees are seeking more than simply a higher wage
- 6/10 more likely to choose a role with career progression training plan over identical job at £2,000 more per annum but no professional development
- Corndel Workplace Report brings together new survey of 500 senior HR leaders and 2,000 employees to reveal workplace insights
There is little doubt that there is a growing recruitment crisis in the UK, with 2022’s Great Resignation hitting a market already ravaged by Brexit and economic instability. But figures from a new report published by multi award-winning UK strategic skills training provider, Corndel, show that there is hope for HR managers who don’t have the bottomless pockets required for salary gazumping or above-inflation wage hikes.
Corndel surveyed 500 senior HR leaders and 2,000 employees, with 60% of employees saying they would be more likely to go for a position with a personalised professional development and career progression plan, even when another job offered a slightly higher salary. The survey compared a role at £35,000 with personalised professional development and a career progression plan, with an identical one at £37,000 but without the development and progression opportunities. 63% of women and 68% of younger employees (aged 18-34) also went with the job offering lower salary but more development opportunities.
The survey also detailed how 83% of employees felt that professional development in the workplace made them feel more valued, with 47% saying it made them feel much more valued. This bodes well for the kind of training and development that Corndel both advocates and provides, via its degree apprenticeships, apprenticeship programmes and leadership development training. Corndel’s ‘invest to retain’ maxim is proving particularly apt in the current economic climate, with retention being every bit as important as recruitment.
Corndel’s Workplace Training 2023 report details how employers should use the apprenticeship levy as a budget-conscious way to fund workplace development where possible, resisting the standard recession-era practice of letting training drop down the list of priorities. 75% of the 500 senior HR leaders surveyed said that economic uncertainty was impacting their company’s learning and development strategy for 2023, with 49% of those with a learning and development strategy confirming they will be spending less on learning and development over the coming year.
Management and data expertise were highlighted as the main skills gaps, especially in the workplace that HR leaders have come back to post-pandemic. Management skills for hybrid working were said to be a shortage for 36% of HR leaders, with flexible working skills a shortage for 35% and data/digital skills a shortage for 34%.
“We believe that offers that go beyond salary are the way forward for those looking to retain and to recruit,” says James Kelly, CEO of Corndel. “Anything from hybrid work to mental health training and awareness can be attractive to employees. “Our survey and report show that prioritising and structuring workplace training and professional development programmes can incentivise and inspire your people, as well as helping to persuade new staff to choose you over a rival offering a role on a similar pay scale.”
“Corndel is relentlessly focused on delivering the highest quality programmes for new and existing employees alike. Our launch of Corndel College London (CCL) allows us to continue to build on this and deliver degrees designed by industry demand. What underpins all our training is a people-led approach, delivered by experts with both commercial and training experience, combined with a blended learning delivery model.”
To view the full report visit https://www.corndel.com/report/workplace-training-2023/