The six sectors most in need of staff with a million jobs on offer and how to kickstart your new career

THE the number of job vacancies has fallen for the first time since the end of the pandemic as the post-Covid job swap frenzy comes to an end.

But available roles are still above pre-pandemic levels with a million jobs on offer — and workers are still in search of higher pay.

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One in eight firms is reporting staff shortages and experts estimate this risks costing the economy up to £39billion this year.

To help, Sunemployment has teamed up with the Recruitment and Employment Confederation to highlight six sectors most in need of staff and find out what key figures have to say.

Neil Carberry, REC’s chief executive, said: “It’s a case of fortune favouring the brave, with workers who are prepared to leave their jobs amid the economic uncertainty having a choice of roles and a likely pay rise.

“This makes it a jobseeker- friendly time. So much so that, even if there is a recession this year, signs are that our job market will remain buoyant.”

CONTACT CENTRES AND CUSTOMER SERVICE

Leanne Chambers, managing director, Greenbean: “The contact centre sector is an industry that likes to nurture its own talent, providing endless opportunities. Previous experience is not required.

“However, soft skills such as listening, empathy and problem solving are in high demand.

“Salaries start from £20,000 per year.”

See greenbeanrpo.com.

HEALTH & SOCIAL CARE

Rachel Mckenzie, chief executive, Retinue Solutions: “The shortage of doctors, nurses, allied health professionals and social workers is a real problem.

“The sector offers a range of roles that gives jobseekers the flexibility they have increasingly come to expect.”

See retinue-solutions.com.

TECHNOLOGY & IT

Michael Noone, operations director at Experis: “Tech can be well-paying and central to almost every other business area, meaning it’s future-proofed.

“We see people starting out earning £30,000.

“Mid-level, you can expect £50,000 to £65,000, and senior jobs can net you anything upwards of £70,000.”

See experis.co.uk.

OFFICE AND ADMIN

Adam Weir, director of Tate in London: “The clients we work with vary from creative to corporate, as most firms need office support staff somewhere in the business.

The roles on offer range from reception, team assistant and PAs to finance support, marketing and HR.

Salaries can range from £20,000 as an entry level position to £120,000.”

See tate.co.uk.

FORKLIFT DRIVERS

Suzanna Halilova, of FSR UK: “Forklift truck drivers are in high demand as are many other roles within manufacturing and distribution.

“Many in this sector operate 24 hours a day, so you can choose hours that suit you.”

See fsr.uk.com.

HOSPITALITY

Gary King, MD of Collins King & Associates: “The hospitality industry offers a range of full and part-time opportunities.

“The majority of entry-level roles don’t require qualifications, but a customer-focused approach is essential.

“There are opportunities to ‘fast track’ into senior roles at a young age.

“The demand for qualified chefs is intense.

“A junior commis chef can earn up to £25,000 a year while the majority of head chef roles now pay in excess of £50,000.”

See collinsking.co.uk.

WISE UP TO HELP RECRUIT

IF your business is struggling to recruit, it may pay to change the way you hire staff.

Arthur Bialowas, of Pixelinterview.com, says: “Recruitment is a two-way transaction, so companies have to make it as easy as possible for potential staff to find them, engage with them and buy into your brand.”

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Here are his tips for getting new staff.

• Write an honest job ad. So many adverts use identikit corporate speak which won’t cut through in the jobs market. Use exciting language and be clear what the role involves.
• Add the salary. Would you apply for a job if you had no idea what it paid? If you feel the salary is right for the role, be upfront.
• Match the platform. If you want part-time staff for hospitality, try TikTok. Fashion or retail role? Use your Instagram feed. Heavyweight CEO? Use respected recruiters and the recruitment section of respected newspapers.
• Split interview process. Make the first as easy as possible. Hold it remotely or use tech which lets candidates record answers to pre-set questions. If you’d like to see them for a second interview, then invite them in.
• Feedback is essential. It helps build a positive employer brand. Ghosting a candidate after an interview isn’t acceptable, so send an email or schedule a video call even if they haven’t got it.