NIJobs predicts 2022 will be another strong year for jobseekers but say businesses must adapt quickly and invest in order to tackle ongoing employment challenges.
The latest ‘NIJobs Job Report’ with Ulster Bank notes a bumper year for recruitment activity in 2021. Taken in tandem with the recent NISRA labour market figures which revealed that employee numbers in Northern Ireland are now at a record high, it suggests that 2022 is shaping up to be a ferociously competitive talent market for employers.
The NIJobs Job Report tracks hiring activity in NI by analysing the platform’s job data, giving an indication of likely trends for the year ahead so businesses can plan their recruitment strategy accordingly.
The recruitment market in Northern Ireland is now candidate led with employers competing to attract and hire the best people for their vacancies.
NIJobs data reveals jobs in Human Resources were two and half times higher (150%) in the final three months of 2021 compared to the same period a year earlier. This rise suggests employers are moving to put the necessary internal resources in place to support and advance their recruitment and retention ambitions for the year ahead.
28 of the 31 employment categories posted an increase in job listings with 23 listing a record high of vacancies. Encouragingly, 24 categories had listings in 2021 above pre-pandemic levels in 2019.
28 of the 31 employment categories posted an increase in job listings with 23 listing a record high of vacancies. Encouragingly, 24 categories had listings in 2021 above pre-pandemic levels in 2019.
Nursing, Healthcare & Medical; Hospitality, IT; Accountancy & Finance; and Sales roles occupied the top five recruitment categories and accounted for almost half of all recruitment activity. Nursing, Healthcare & Medical and Hospitality were ranked the top two employment categories for recruitment activity. Almost 1 in 10 of all listings were within the Hospitality sector. Nursing, Healthcare & Medical and Hospitality are expected to top the recruitment rankings in 2022.
Data indicates there are more jobs than ever, but skills shortages remain in an increasingly candidate-driven market where potential employees can be more selective in job applications and dictate their worth.
The recruitment landscape has shifted significantly during the last 18 months. It has adapted in a fast-paced environment to support a whole new way of working with more HR roles are being created to support overall demand.
Sam McIlveen, General Manager at NIJobs says: “HR roles have increased by more than 150% compared to the same time last year. It indicates that companies now recognise the need to address the current challenges they face.
“Recent figures from NISRA note that there are almost 800,000 payrolled employees in NI, so more people are in work. While at the same time there are now more jobs than ever available. It means employers will be forced to work even harder to attract talent. This is the new reality for recruitment, a fact acknowledged earlier this month in a survey from Manufacturing NI which reported that 60% of their firms said access to labour was the biggest issue.
“It is likely employers will battle for talent in 2022 and beyond. Hiring will be an ongoing challenge and businesses need to resolve this issue creatively. The HR function of any business is vital and, since the pandemic, its responsibilities have grown considerably from managing public health advice to planning remote working strategies as well as keeping employees engaged.
“As we look ahead, retention is going to be a big focus for businesses as employees will consider their career options during the first quarter of 2022. Employee engagement has never been more important so identifying the needs and rewarding employees is key to retaining talent. Every sector will differ, but employees want more fulfilment in their career now and don’t rely solely on job/financial security.
“As businesses fight it out for talent, candidates are more selective in jobs they are applying for, and employer branding is another area to consider. A ‘great place to work’ will no longer cut it so get creative in your USP with what you can offer. Sectors such as IT, manufacturing and engineering remain in demand and recruitment needs to offer bespoke packages and perks for all employees to help your business grow.
“Companies must have the ability to adapt and deliver for existing and new employees within this fast-paced job market in the post-pandemic world.”