Empresaria is a global specialist staffing group operating from 18 countries across 6 diversified sectors.
Our purpose is to positively impact the lives of people, while delivering exceptional talent and solutions to our clients globally.
Empresaria is a global specialist staffing group operating from 18 countries across 6 diversified sectors.
Our purpose is to positively impact the lives of people, while delivering exceptional talent and solutions to our clients globally.
countries that we operate in
diversified sectors we serve
employees at 31 December 2023
Future of Work trends for 2024: Jobseeker insights to help propel business growth
Uncertain times call for strategic moves. While recent economic fluctuations might cause concern, 2024 presents a bright spot for talent acquisition. Rising incomes, fuelled by the fight against inflation and a high demand for skilled workers, create a competitive hiring landscape. To thrive in this environment, employers need to sharpen their talent attraction and retention strategies. Created in collaboration with our brands LMA Recruitment UK and Asia, Become Recruitment UK and Australia, and Monroe Consulting Group, our annual talent report provides a global overview of the factors shaping employees' workplace experiences and emerging trends. Our latest annual talent report results reveal a dynamic job market, with over half (57%) of respondents actively seeking new roles and another third (34%) open to considering new opportunities. What Drives Employee Movement?We delve deeper to understand employee sentiment and the factors influencing their decisions to stay or leave. Key themes explored in the report include: Return to Work vs. Hybrid: Do employees truly want to return to the office full-time? How do generational differences play a role? The 4-Day Workweek: With successful trials gaining traction, will this become the new normal? AI in the Workplace: While game-changing tools like ChatGPT and Bard are embraced, are companies adequately upskilling their workforce to adapt? The Rise of ESG: Environmental, Social, and Governance practices are gaining momentum, driven by new regulations and motivated jobseekers who prioritize purpose and alignment with companies' sustainability efforts. Interestingly, when asked about AI's impact, a majority (55%) believe it will enhance human capabilities and create new opportunities. Only 34% fear job displacement and potential career shifts due to AI. Don't miss out on these crucial insights! Download the full report today! The full report delves deeper into these critical areas, providing valuable insights into: Employee Sentiment: Explore employees’ perspectives on the future of work. The Future of Work Models: Understand employees' genuine preferences for work arrangements. The Ongoing AI Debate: Will the benefits of AI outweigh concerns about job displacement? Upskilling for the Future: Discover the pressing need to build an AI-ready workforce. The Power of Purpose: Unpack the significance of ethical practices for employee attraction and retention. About Empresaria Empresaria Group plc, founded in 1996, is a leading global staffing provider with a presence in 18 countries across 6 diverse sectors. Fuelled by our passion for the staffing industry, we connect exceptional talent with top companies worldwide. Our annual report reflects the combined strength of our diverse brands. We meticulously collect data across our global network to ensure the highest quality and most up-to-date insights for our clients and candidates.
Celebrating Women’s History Month: A Q&A With Our Female Leaders
Celebrating Women’s History Month: A Q&A With Our Female LeadersAt Empresaria, we believe diversity is the key to realising our purpose and are proud to have women in many of our key leadership roles. In honour of International Women’s Day and Women’s History Month, we spoke with Penny Freer, our Chair of the Board of Directors and Rhona Driggs, CEO of Empresaria Group to discuss the theme of "Inspiring Inclusion," and the importance of creating an inclusive and balanced environment for everyone.Penny and Rhona's positions as Chair of the Board and CEO sends a powerful message of representation - "If you can see it, you can be it." Penny highlights the importance of visibility, noting that having a diverse group of people in an organisation can encourage more diverse groups to apply to roles across the board. Meanwhile, Rhona shares her advice for tackling challenges, expressing "The most important thing is to believe in yourself. Set ambitious goals and dream big. Embrace every challenge as an opportunity for growth and be resilient in the face of setbacks."Every action, no matter how small, has an impact on shaping a more inclusive world. Read Rhona and Penny’s thoughts and vision on achieving equality in the workplace. Q1: What does the theme of International Women’s Day 2024, “Inspire Inclusion”, mean to you personally and professionally?Rhona: The best way to “Inspire Inclusion” is to lead by example. Taking deliberate actions to create environments where women feel valued, respected, and empowered to fully participate and succeed. It’s about encouraging people to achieve their goals, no matter the obstacles, and to use their voices to be heard. On a personal level, it underscores the importance of being a role model to my daughters. It’s showing them that diversity is celebrated, encouraging them to embrace their uniqueness, and teaching them how to be an advocate for equality and challenging biases. Penny: It would be great if we didn’t have to have this conversation and that there were men and women in the workplace, and they were given the same opportunities, regardless of gender. But days like International Women’s Day are important, to shine a spotlight on issues where we still need improvement, but the end goal should be that we don’t need to call it out because everyone is included. One thing I feel strongly about is that inclusion is about including everyone, regardless of gender, ethnicity, or background. However, I do accept and understand that we must focus on certain groups until this is a reality. Q2: Who have been the mentors that have lifted you and inspired you along your journey? Rhona: I’ve been fortunate to have had two amazing mentors early on in my career. They were exceptional leaders who inspired me daily to pursue my passions. Their examples underscored the importance of leading by example and fuelled my drive to rise up. I encourage everyone to actively seek out mentors who you can learn from, that not only inspire and uplift you but are able to provide you with honest feedback to continually improve. I am also blessed to be surrounded by remarkable female allies in our industry. Their unwavering support and encouragement have been invaluable, serving as a constant source of support and motivation. I am incredibly blessed with the lifelong friendships that have grown from these relationships, shaping my journey in ways I could have never imagined. Penny: I was very lucky growing up as my father always said, “You can do anything you put your mind to”. I always remember that even now. My first job in the city was in a very male-dominated industry, and I was the first female they had employed who wasn’t in a support role. There were very few women working in the industry at that time, which meant I didn’t have any female mentors early on. In reality, support and advancement came from men who wanted the best person for the job regardless of gender. I was very fortunate to work with men who gave me equal opportunities to the men in my peer group. I think I was also fortunate that when I was moving into a more senior position, there was a greater influx of women coming into the city. I was more able to influence hiring at my firm. We went from having no ‘front office’ women to 20%, quite a significant increase over a couple of years. Later in my career, when I started taking on non-exec director roles, I was very fortunate to work with other female non-execs who supported me by making me feel welcome and that my experience and input were valued. I appreciated that support and kindness, in what was a very new environment for me. Q3: How can organisations ensure women have equal opportunities for leadership roles and are inspired to contribute to the company's direction/strategy? Rhona: I think this is an area that needs to be prioritised – we can do better! At the current rate of progress, it will take 286 years for the world to achieve gender equality. Per the World Economic Forum, it will take another 131 years to close the global gender gap. We must foster a culture of inclusion and support where women feel empowered to succeed. We need to actively seek input and feedback on our strategic priorities and create avenues for open communication and collaboration, to ensure that diverse perspectives are heard and valued. Penny: I think one of the things is how you ask for opinions and how you have conversations with your team and individuals. This isn’t strictly relevant to just women, it’s more about inclusion in general. The person leading a meeting or team must make sure everyone’s voice is heard. It’s essential to create an environment where everyone is encouraged to contribute. Some individuals can be very put off from contributing if they don’t feel comfortable enough and if they are working with others who show more confidence, they may hold back. It is incumbent on the person who is leading the discussion to make sure everyone feels involved and their opinions are valued. Q4: How can we encourage our male colleagues to be more inclusive of women in the workplace? Penny: I work with a global venture capital firm where 50% of the workforce is female, it wouldn’t occur to the employees that there isn’t equality in the workplace. If we look at different generations and young people, perhaps it’s becoming less of an issue. When it comes to promoting equality, it’s not always about focusing on the obvious things. I recently participated in a discussion about maternity leave, and we talked about how better support for men in the workplace would improve maternity practices for women too. The introduction of shared parental leave is a positive step forward as it helps women return to work with more support. Rhona: This is an area where I feel we can make a huge difference by encouraging male colleagues to champion inclusivity and support for women in the workplace. As Penny said, it’s sometimes not just the obvious things we need to be focused on. We need to foster awareness, promote understanding, and continually cultivate an environment that values diversity. By developing more male allies and raising awareness of their potential impact on gender equality, we can significantly contribute to closing the gender gap. Q5: What strategies or mindset shifts have you found most effective in overcoming any biases as a female leader?Penny: You don’t need to do things exactly the same way as someone else in order to do a good job. You need to be confident in yourself and in how you are leading the team or the business. Imposter syndrome can show up in women. Females can generally be less confident and humble about their abilities, but nevertheless, you need to demonstrate confidence, show competence and inspire your team. Rhona: I feel having the right mindset is crucial as a female leader. Penny speaks about imposter syndrome which is very real, and I think quite possibly, one of the biggest things holding women back. It’s important to seek mentors and allies who can help build your confidence and provide you with perspective. Don’t let fear hold you back from pursuing opportunities or taking on challenges. It’s important to take calculated risks and step out of your comfort zone, knowing that growth often occurs outside of it. It's important to continually advocate for ourselves, be resilient, and actively seek allies. We need to also remember that as leaders, we can use our platforms to promote gender equality and create opportunities for other women to succeed. Q6: What do you believe are the most important steps organisations can take to create a more inclusive environment for women at all levels? Rhona: You should ensure that you continually foster an inclusive and supportive environment for women at all levels. You should establish DE&I committees to seek out input from your teams and ensure continual education across your organisation. Encourage people to celebrate diversity by embracing our differences and working together to build a more equitable and inclusive workplace. Penny: I don’t believe in quotas. I believe in appointing people based on merit and selecting the best candidate for the job. Having said that, the more diversity you have in an organisation, the more diversity you will get. If candidates can see a diverse group of individuals in your organisation, this will encourage different groups of people to apply for roles across the board. In recruitment, ensuring a long list is presented for roles is important and this is often where recruitment companies like Empresaria can help. It doesn’t mean that a female candidate will ultimately be chosen but if there aren’t any females on that list then organisations don’t have the opportunity to consider a varied talent pool. To foster and develop a diverse and inclusive environment, a business must have the relevant policies in place. But ultimately, it’s the responsibility of management and all employees to create and ‘live’ this ethos. Q7: What advice would you offer to inspire the next generation of female leaders? Rhona: Embrace every challenge as an opportunity for growth and be resilient in the face of setbacks. Lean into your mentors and build strong professional networks of like-minded people. Your mentors and networks should include both men and women – do not exclude men in your quest for inclusion as some of my best mentors have been male, and their perspective is valuable. Ultimately, the most important thing is to believe in yourself, set ambitious goals and don’t be afraid to go after them.Penny: I say the same thing to my son and daughter, as my father said to me – “You can do anything you set your mind to”. I absolutely believe that. Build yourself a strong network of both males and females to help navigate your career path. Don’t underestimate what you’re capable of. Work is a huge part of most people’s lives; I once read that “If you do something you love, you’ll never work a day in your life”. If you develop a career that you are passionate about, and find people who can help support you, then make sure to pass on that help, advice, and support to others.
Rhona Driggs recognised by SIA’s Top 100 Leaders in Staffing
Rhona Driggs recognised by SIA’s Top 100 Leaders in Staffing The global specialist staffing group Empresaria is pleased to announce that Rhona Driggs, CEO of Empresaria, has been recognised for the fourth consecutive year by Staffing Industry Analysts (SIA) in the 2023 list of the 100 most influential European staffing leaders. Now in its tenth year, the annual list recognises European staffing leaders boldly creating new pathways within the transforming workforce solutions ecosystem. Barry Asin, president of SIA said: “The world of work is changing dramatically, especially when we look to the major technological innovations occurring, such as what we are seeing with artificial intelligence. What sets the 2023 Staffing 100 Europe apart from others is how they have approached and managed this brave new world,”Rhona commented:“I’m honoured to be named as part of the Staffing 100 Europe list for 2023. As a sector we continually need to adapt and innovate to ensure sustainability. While market conditions have been increasingly challenging throughout the year, I am pleased with the progress we have made at Empresaria in delivering on our strategic goals. The group’s unwavering focus on putting our clients and candidates at the forefront of everything we do, has driven us to adjust our service offering and operating model to better respond to their needs and ensure long-term sustainability for the group.Tim Anderson, CFO of Empresaria, spoke on Rhona's recognition:“Rhona’s emphasis on focus, accountability and discipline continues to drive our transformation agenda at Empresaria. As we navigate a more challenging market in 2023, Rhona has ensured we adapt quickly and focus our efforts on growth opportunities, productivity and operational excellence. The continued recognition by SIA reflects her long-standing reputation and profile within the industry.”About the AwardSIA is a global advisor on staffing and workforce solutions. The 2023 Staffing 100 Europe leaders demonstrated great ability and versatility in spotting ground-breaking trends, leading meaningful progress, and taking their businesses to greater heights. These honourees have made significant strides from accelerating digitisation to innovating amidst evolution to wearing multiple hats to achieve company goals. See Rhona’s Profile – 2023 Staffing 100 Europe List here.
Results for the six months ended 30 June 2023
Empresaria Group plc (AIM: EMR), the global specialist staffing group, is pleased to announce its unaudited interim results for the six months ended 30 June 2023.Click here to download the full Interim Statement 2023. For further information contact:Empresaria Group plcRhona Driggs, Chief Executive OfficerTim Anderson, Chief Financial Officervia Alma PRSinger Capital Markets (Nominated Adviser and Broker)Shaun Dobson/James Moat020 7496 3000Cenkos Securities plc (Joint Broker)Katy Birkin / Charlie Combe (Corporate Finance)Michael Johnson / Jasper Berry (Sales)020 7397 8900Alma PR (Financial PR)Sam ModlinRebecca Sanders-HewettHilary Buchanan020 3405 0205 empresaria@almapr.com
Launch of LMA Recruitment in the US
Empresaria launches its Professional service offering, LMA Recruitment, in the USEmpresaria, the global specialist staffing group, is pleased to announce the launch of its Professional service offering, LMA Recruitment, in the United States.LMA Recruitment in the US will initially target HR, business support, sales, marketing and operational skillsets. The launch follows a global rebrand of LMA Recruitment, Empresaria's lead Professional brand with offices in the UK and Singapore. This creates a new compelling opportunity to expand into new markets leveraging our existing expertise in this area.The US was chosen as the first market for LMA's expansion due to demand for Professional staffing from existing clients of the Group's well-established IT and Healthcare operations within the US.The launch is part of Empresaria's medium-term growth plans focussed around three key pillars: accelerating growth in high potential sectors, diversifying its service offering and growing Offshore Services.Rhona Driggs said: "This exciting launch in our Professional sector will enable us to build scale in our US market. We have strong relationships within the US and are seeing early success in bringing more value to our existing clients."- Ends -Enquiries:Empresaria Group plcRhona Driggs, Chief Executive OfficerTim Anderson, Chief Financial Officervia Alma PRSinger Capital Markets (Nominated Adviser and Joint Broker)Shaun Dobson / James Moat020 7496 3000Cenkos Securities plc (Joint Broker)Katy Birkin / Charlie Combe (Corporate Finance)Michael Johnson / Jasper Berry (Sales)020 7397 8900Alma (Financial PR)Rebecca Sanders-Hewett / Sam Modlin / Hilary Buchanan / Pippa Crabtree020 3405 0205empresaria@almapr.co.ukNotes for editors:Empresaria Group plc is a global specialist staffing group. We are driven by our purpose to positively impact the lives of people, while delivering exceptional talent to our clients globally. We offer temporary and contract recruitment, permanent recruitment and offshore services across six sectors: Professional, IT, Healthcare, Property, Construction & Engineering, Commercial and Offshore Services.Empresaria is structured in four regions (UK & Europe, APAC, Americas and Offshore Services) and operates from locations across the world including the four largest staffing markets of the US, Japan, UK and Germany along with a strong presence elsewhere in Asia PacificandLatin America.Empresaria is listed on AIM under ticker EMR. For more information visit empresaria.com.
Results for the year ended 31 December 2022
Solid growth and building to deliver on our medium-term ambitionsEmpresaria, the global specialist staffing group, reports its final results for the year ended 31 December 2022.Highlights20222021% change% change (constant currency)*2Revenue£261.3m£258.4m+1%+0%Net fee income£65.4m£59.5m+10%+8%Operating profit£8.8m£6.7m+31%Adjusted operating profit*1£10.2m£9.3m+10%+6%Profit before tax£7.6m£6.0m+27%Adjusted profit before tax*1£9.0m£8.6m+5%Diluted earnings per share6.7p4.5p+49%Adjusted diluted earnings per share*18.8p8.6p+2%*1 Adjusted to exclude amortisation of intangible assets identified in business combinations, impairment of goodwill and other intangible assets, exceptional items, fair value charges on acquisition of non-controlling shares and, in the case of earnings, any related tax.*2 The constant currency movement is calculated by translating the 2021 results at the 2022 exchange rates.Solid growth in net fee incomeUp 10% year-on-year to £65.4mYear-on-year growth in every quarter, but softening as the second half progressedOffshore Services up 75% year-on-yearStrong growth in Professional across theUKand APACPartially offset by the expected reduction in Healthcare after a record 2021Adjusted operating profit up 10% to £10.2mAdjusted profit before tax up 5% to £9.0mAdjusted, diluted earnings per share up 2% against prior year reflecting weighting of performance towards operations with a higher proportion of non-controlling interestsAdjusted net debt of £7.9m, reduced by £6.1m from 31 December 2021Proposed dividend of 1.4p per share, an increase of 17% reflecting the Board's confidence in the Group's prospects and its strong cash generationTargeted investment in headcount - Offshore Services up 27%, the rest of the Group up 8% compared to 31 December 2021Increase in staff productivity - up 6% year-on-yearTwo new Non-Executive Directors, Steve Bellamy and Ranjit de Sousa, appointed in January 2023 and February 2023 respectivelyPenny Freer appointed as Chair of the Board, having been Interim Chair since June 2022Chief Executive Officer, Rhona Driggs, commented:"We are pleased to have delivered solid growth in both net fee income and profits against a rapidly changing economic backdrop which saw demand soften in the second half of the year. We continue to see the benefits of our diversification and are starting to see the positive results from the targeted investments we have made in people, technology and process as evidenced by our strong growth in Offshore Services, our early success in delivering Recruitment Process Outsourcing in APAC, and an increase of 6% in staff productivity.We look forward to the year ahead with some caution given the ongoing global economic uncertainty. We will continue to focus on executing on ourRoadmap to £20m to deliver on our medium-term ambition to double adjusted operating profit."Investor presentationIn line with Empresaria's commitment to ensuring appropriate communication structures are in place for all sections of its shareholder base, management will deliver an online results presentation open to all existing and potential investors via the Investor Meet Company platform on Tuesday 28 March 2022 at 3:00pm UK time.Investors can sign up for free via: https://www.investormeetcompany.com/empresaria-group-plc/register-investor.The information contained within this announcement is deemed by the Company to constitute inside information as stipulated under theUKversion of the EU Market Abuse Regulation (2014/596) which is part of UK law by virtue of the European Union (Withdrawal) Act 2018, as amended and supplemented from time to time.Enquiries:Empresaria Group plcRhona Driggs, Chief Executive OfficerTim Anderson, Chief Financial Officervia Alma PRSinger Capital Markets (Nominated Adviser and Joint Broker)Shaun DobsonJames Moat020 7614 3000Cenkos Securities plc (Joint Broker)Katy Birkin/Charlie Combe (Corporate Finance)Michael Johnson/Jasper Berry (Sales)020 7397 8900Alma PR (Financial PR)Sam ModlinPippa CrabtreeHilary Buchanan020 3405 0205empresaria@almapr.comNotes for editors:Empresaria Group plc is a global specialist staffing group. We are driven by our purpose to positively impact the lives of people, while delivering exceptional talent to our clients globally. We offer temporary and contract recruitment, permanent recruitment and offshore services across six sectors: Professional, IT, Healthcare, Property, Construction & Engineering, Commercial and Offshore Services.Empresaria is structured in four regions (UK & Europe, APAC, Americas and Offshore Services) and operates from locations across the world including the four largest staffing markets of the US, Japan, UK and Germany along with a strong presence elsewhere in Asia Pacific and Latin America.Empresaria is listed on AIM under ticker EMR. For more information visit empresaria.com.
Embracing Equity at Empresaria
This year's theme for International Women’s Day is #EmbraceEquity. The aim of the campaign theme is to understand the difference between equity and equality and get the world talking about why equal opportunities aren't enough. People start from different places, so true inclusion and belonging require equitable action.By challenging gender stereotypes, calling out discrimination, drawing attention to bias, and seeking out inclusion we can create a fair and equal world for all. “Equity goes beyond having a mix of gender, generation and people from different cultural backgrounds. It is about embracing and celebrating all differences as well as creating a work environment where everyone is and feels seen, heard and valued. This creates a sense of safety and trust, promoting belonging which we embrace at LMA.”Nikolai Balzer, LMA Recruitment UK“We are a global business currently working with clients across 5 continents and candidates from 6 continents! Though we see women at all levels of aviation, representation is out of balance. We are fortunate to have some trailblazing women in aviation joining us next week for a webinar to discuss the important topic of gender diversity in our industry and how we can empower girls and young women to choose a future in the so-far typically male dominated environments of the cockpit or engineering. Our speakers from Africa and Europe will bring a wealth of knowledge and experience of the different levels of encouragement, support and opportunities needed across continents to work towards gender equity.”Lisa Evans, Rishworth Aviation“Equality is one of the core values at Medikumppani and therefore it’s embraced every day in many ways. In our team each thought, and idea is heard, valued and appreciated. We understand that the best ideas are evolved together and therefore every role is equally important. Everyone is supported and offered the same fair opportunities to grow and every victory, big or small, deserves celebration. We understand that the way we treat, and respect others is always benefiting our candidates and clients too.”Teija Koskinen, Medikumppani“At Monroe, each job grade is paid the same, no matter age, gender, sexual orientation, or anything else. Every one of us have the same opportunity for promotion based on ability, facts and figures, not preferential treatment. In 18 years of this career, this is the only place I have known to operate like this.”Kitty Noble, Monroe Consulting Thailand“Here at Become, we always employ the best person for the job regardless of their gender, heritage, sexuality, or background. Over the years we’ve employed people from many different walks of life, and what I’ve learnt is that every individual is unique, so one size doesn’t fit all. We have an open office that celebrates equality and doesn’t tolerate discrimination of any kind. We try and make the workplace an inclusive, safe space where everyone can express their true authentic selves. 60% of our current team is female and we’ve always naturally had a higher ratio of women to men. We offer flexibility when it comes to things like childcare as juggling full-time careers with family can sometimes be tricky and unpredictable!”Justin Moore, Become Recruitment“We, at IMS, believe and strive to live, practice, and experience our values. I will take an example of one of our values, care. Respecting everyone and their perspectives, getting into their world, and nurturing relationships. Equality and diversity are at the heart of everything we do. Every individual may face unique personal and professional situations in their life. We understand their world by offering committed listening and providing support to the individuals. We manage such situations with the utmost care, and support them as much as we can, so that they can flourish.”Swati Pandit, IMS Group"As an employer, Become support and embrace working parents/working mums with the daily juggle with work, life balance! They offer hybrid working and flexible working arrangements. There is a strong “family comes first” approach which is supported by the management team, and the rest of the Become team!"Kim Leavy, Become Recruitment"At Grupo Solimano, we value and respect women in their different roles (mother, wife, daughter, grandmother, worker, etc.), all of which are accomplished with energy, courage, enthusiasm, creativity, and ingenuity. On this very special Women's Day, we want to tell you that we admire you for the fundamental and relevant role you play in the lives of all your families."Luz Maria Huayllani Soria, Grupo Solimano"At Become, I feel valued in not just being given equal opportunities to my peers with regards to promotion and progression, but my opinions and ideas are listened to, understood and encouraged. I always feel confident in my role to contribute input which makes me feel respected and appreciated." Amelie De Candolle, Become RecruitmentTo find out more about this year’s theme, visit the website: https://www.internationalwomensday.com/Theme
Appointment of Independent Non-Executive Director
Empresaria is pleased to announce the appointment of Ranjit De Sousa to the Board as an Independent Non-Executive Director, with immediate effect. Ranjit will join the Audit, Remuneration and Nomination Committees upon appointment.Ranjit has a particular expertise in strategic and digital transformation and is currently the Managing Director of The Coalyard, an advisory business he founded in 2021 to advise on strategic focus, growth acceleration and funding of ventures including in the work-tech sector. In his 16-year career with The Adecco Group, Ranjit held a number of senior executive roles, most recently as Global President of Lee Hecht Harrison where he delivered market leading growth rates and two consecutive years of record performance. Ranjit was also a former Board Member of the World Employment Confederation.Penny Freer, Interim Chair, commented:"It is a great pleasure to welcome Ranjit to the Empresaria Board. His deep sector expertise, coupled with his experience of scaling organisations through digital innovation, brings a unique skillset to Empresaria. Having led large operations across multiple geographies, Ranjit brings with him a wealth of experience which will complement and strengthen our existing Board and support our growth ambitions."
Tackling the Great Talent Paradox: A roadmap for hiring and retention success in 2023
Despite looming economic uncertainty and the likelihood of recession in many economies, global job vacancies remain high with unemployment levels at historic lows. Employers are battling with not only finding the right talent for their organisation but retaining existing employees as attrition rates sore in many sectors.We recently surveyed over 3,000 employees working across all sectors, and with a global geographical spread, to find out what is important to employees as we enter 2023. We wanted to uncover how employees are feeling about their world of work and what makes them stay or leave their employers.A key theme of our findings was employee dissatisfaction. Our research revealed:Almost half of respondents (48%) had changed jobs in 2022The majority (51%) are already actively looking for their next roleOver a third (37%) are open to new opportunitiesA staggering 88% aren’t happy in their current rolesFrom salary and benefits to flexible and remote working, from career development and upskilling to DEI and ESG, in our latest report we address the key themes and questions that will occupy the minds of HR and business leaders in 2023, including:How much truth is there in the phenomenon of ‘quiet quitting’?How much time do employees want to spend in the office vs. at home?What are the secrets to success when it comes to talent attraction and retention?What should employers do to counter the scourge of stress and burnout?How can companies improve DEI outcomes and create more inclusive environments?By dissecting our survey findings and unearthing what candidates want and the areas employers must focus on in 2023, we help our clients to remain competitive.To read the full report, click here.