Welcome to Issue 6 of Recruitment Trends & Industry Insights

Hi I'm Joanna Oakley CCWP MCIPD . With over 20 years of experience in the staffing and recruitment industry, I am a Transformation and Change Consultant and the Owner/Director of Argylestone Consulting Ltd . I help multinational staffing firms and local recruitment businesses implement technology and operational change and transformation programmes to drive growth and productivity.

EXCITING ANNOUNCEMENT!!

I am so excited to share my new Service with you! Introducing..... The Business Optimisation Assessment!! This service will both save you money by identifying efficiencies and make you money by identifying opportunities!!

The Business Optimisation Assessment is a comprehensive 9 to 12 (dependent on agency size) week consultancy service designed to help recruitment agencies enhance their operational performance and streamline business processes.

The assessment culminates in a fully documented report that covers:

Current ‘As Is’ State: Analysis of existing workflows, complete with Visio process maps and identification of bottlenecks, duplications, and inefficiencies.

Opportunities for Streamlining: Detailed insights into areas where tasks can be automated or optimised to improve performance.

Performance vs KPIs and SLAs: A review of how existing internal processes measure up to established goals of the front office business.

Technology Assessment: Examination of your current technology stack to ensure alignment with business needs and recommend upgrades where necessary.

Next Steps & Recommendations: A clear plan for Phase Two to implement optimisation strategies.

Expected Outcomes:

The identification of potential improvements to operational efficiency and recommendations as to where savings can be found.

The identification of how to streamline recruitment processes with less duplication and bottlenecks.

Recommendations for enhanced team performance through training needs analysis and process improvements.

Suggestions for optimised technology usage, recommendations for automation to support seamless workflows.

A clear roadmap for future improvements, driving long-term growth and scalability.

This service is ideal for recruitment agencies with circa 50–500 employees who are experiencing operational inefficiencies such as bottlenecks in candidate placement, technology issues, or performance gaps that are hindering your growth.

The service is also ideal for recruitment agencies looking to expand their service offering into the RPO or MSP space.

Want to go into 2025 with your agency in the best possible shape for growth? DM me for more info or book a call HERE

TRENDS

49% of UK employees express a desire to leave their current jobs once the economy improves!

According to Personio, an European HR software company for SMEs, nearly half of UK employees (49%) express a desire to leave their current jobs once the economy improves. 

In a recent survey by Personio Voyager and published by Staffing Industry Analysts (SIA), of 2,000 workers and 1,000 HR decision makers in the UK, it was found that over half of employees (53%) plan on searching for new job opportunities within the next year, regardless of economic conditions. However, 70% of this group are feeling more motivated to do so due to improving economic conditions.

Employers are also anticipating a wave of resignations in the near future, with 49% expecting employee churn to increase in the next twelve months. Surprisingly, 25% believe churn will decrease or remain the same.

The research also shows that employers have concerns about low levels of employee engagement over the past year (60%). This can be linked to a lack of fulfilment at work and potentially lead to a decrease in retention. 

Nearly half of employees (47%) stated that work is no longer a priority in their life, and one-third (33%) would take a pay cut for a more interesting and engaging job. Moreover, 45% of employees expressed interest in switching careers or industries.

To retain top talent, organisations should prioritize providing a good work-life balance (60%) and competitive salary/bonus packages (65%). Low stress levels (45%) and a friendly company culture (44%) were also highly valued by employees, while career advancement opportunities (32%) and making an impact (27%) were deemed less important.

According to SIA, the best employers listen to the changing needs of their workforce and take meaningful steps to increase employee engagement. This can be achieved through workplace policies, comprehensive benefits packages, and career development programs. Employers who prioritise employee engagement will be better equipped to adapt to shifting workplace attitudes and needs as talent and productivity become top priorities once again.

INSIGHTS

The likelihood of individuals having to work past the age of 65 is increasing

A couple of weeks ago I was horrified to read a post by Sarah Taylor Phillips LINK HERE where she came across an interesting yet hugely depressing (now deleted post) by the Japanese owned recruitment industry giant, Indeed which referenced the career stages of those aged 55-65 as in decline and anyone over the age of 65 I can only assume have popped their clogs as they don't even make the list.

So, this got me thinking, retirement and pensions are a hot topic for many Brits at the moment with Labour taking to government and all indications are taxes on pensions are going to be raised quite significantly, but it's not just the UK. Americans due to economic challenges and the increasing cost of living and also starting to think about what the future looks like

What is the Average Retirement Age in the US? According to MassMutual's recent survey, the average retirement age in the U.S. is 62 years old. Most pre-retirees and retirees aim for 63 as their ideal retirement age, but about 35% believe they are too far behind in savings to achieve this goal. However, there is another major concern for Americans: the predicted insolvency of Social Security by 2035. If no changes are made, benefits will only cover 75% of the amount, resulting in more people working longer.

What is the Average Retirement Age in the UK? As of 2021, men in the UK retire at an average age of just over 65, while women retire around 64 years old. This average has increased since the 1990s, but not as significantly as in the U.S., with men seeing a two-year increase and women a four-year increase.

So what is the average retirement age in Japan? Well, it too varies. A survey conducted in 2023 with over 1,100 Japanese residents aged 60 and above showed that 66% were still working in some capacity, with 78% falling between the ages of 60 and 64. While half were still employed by their original company under a "continued-employment" arrangement, most reported being contract employees rather than regular employees. Therefore, there is no fixed retirement age in Japan as it ultimately depends on the employer and individual preferences. It is possible for individuals to work beyond the age of 65 if they choose to do so.

It is worth noting however that in Japan, the legally mandated minimum retirement age is 60 years old. However, companies can choose their own mandatory retirement age as long as it's not below 60. This means that some employers may require their employees to retire at age 60 while others may allow them to continue working until they reach 65. Roughly 94% of Japanese companies have a retirement age of 60, but only 70% actually enforce it. Many "retirees" will continue to work for the company in a less demanding position until they reach 65. With a decline in the working population, there have been discussions about raising the age at which residents can receive a pension. Residents between the ages of 20 and 59 pay into the public pension system but cannot collect benefits until they turn 65.

How Does Retirement Differ Between US and UK? The average retirement age in both countries is similar, but there are some differences in retirement processes between them.

US: Social Security and Personal Savings

Retirement in the U.S. largely depends on Social Security. After paying Social Security taxes for at least 10 years, individuals can start receiving benefits at age 62. The monthly benefit amount increases if retirement is postponed until age 70. However, these benefits may not be enough for a comfortable retirement; as of June, the average monthly payout was $1,918. In cities like Los Angeles, a single person would need around $2.3 million saved (in addition to Social Security) to retire comfortably, as per recent GOBankingRates data.

UK: State and Workplace Pensions

In the UK, the government provides a state pension to eligible citizens when they reach retirement age (currently 65 for most people). Unlike Social Security in the U.S., this is paid through current taxes and not based on how long an individual has paid into the system. Pre-retirees in the UK can also earn pensions through their workplaces or set up personal pension schemes if they are self-employed. The average weekly pay out for state pension is £169.50 ($222), or approximately £8,800 ($11,547) annually. Combined with workplace pensions, the average UK retiree earns around £18,148 ($23,812) per year, which is lower than the standard UK income of £34,963 ($48,876).

This means that retirees in the UK also rely on personal savings to have a comfortable retirement. The likelihood of individuals continuing to work beyond the age of 65 is increasing in both the UK and USA. Economic factors such as insufficient retirement savings, rising costs of living, and the uncertainty of pension systems are pushing more people to remain employed. In the USA, concerns about Social Security potentially becoming insolvent by 2035 means that many Americans may need to work longer to secure a comfortable retirement.

Similarly, changes in pension tax policies and an increase in the retirement age are pushing individuals in the UK to stay in the workforce longer. With increasing life expectancies, the cost of retirement is also rising. Many people cannot afford to retire at 65 if they want to maintain a certain standard of living. The nature of work is also evolving, with more opportunities for part-time, freelance, or consultancy work that better suit older individuals. This is especially true in sectors like healthcare, education, and professional services where experience and expertise are highly valued.

There are several industries known for having a higher percentage of employees over 65. These include healthcare, where older professionals often work in advisory or consulting roles; education where teaching and academic positions see individuals working well into their later years; retail where many over-65s take on part-time roles for additional income and social interaction; and professional services such as consulting, legal services, and finance where experience is a valuable asset for older workers. Given these factors, it is likely that the trend of working beyond 65 will continue to grow, particularly in economies facing pension pressures and longer life expectancies.

My thoughts...

Companies like Indeed and the language and the narrative that they continue to present about the over 65's not being employable really needs to change. When are the government and industry leaders on both sides of the pond going to recognise that actually the future for sustainable business INCLUDES investing in the older generation, and the skills and experience that they bring to the workforce? What are your thoughts on this? Let me know in comments.

WHAT I'VE BEEN WATCHING

Brats, a documentary by Andrew McCarthy.

Recently, I watched Brats, a documentary by Andrew McCarthy that reflects on the iconic films of the 1980s such as Pretty in Pink and St. Elmo's Fire. These films and their stars—Demi Moore, Rob Lowe, Emilio Estevez, Ally Sheedy, and of course McCarthy himself—came to define a generation. 

As a kid, I remember these actors as the epitome of cool. They were the faces everyone admired, the personalities we all wanted to emulate. Yet, this documentary sheds light on a far more complex reality behind the fame.

In Brats, McCarthy delves into how the label "Brat Pack"—coined by the media—quickly became a burden for many of these actors. At the time, the term seemed glamorous and rebellious, but as we hear from McCarthy and his peers, it actually cast a shadow over their careers, limiting how they were perceived both in Hollywood and by the public. McCarthy, in particular, discusses how he felt the label negatively impacted his career trajectory, boxing him into roles and narratives that he didn’t always feel in control of.

What struck me most was how each actor dealt with this imposed identity. Some embraced it, finding ways to push beyond it and redefine their careers. Others, like McCarthy, took longer to come to terms with it. What the documentary really highlighted for me was how perspective plays such a critical role in shaping our paths. Each actor was faced with the same narrative, yet their personal choices, resilience, and mindset determined how that story affected the next 30 years of their lives.

The takeaway? We often have little control over what others say about us—whether it's a label, a critique, or an expectation. But what we do control is how we choose to respond to those narratives. Do we let them define us, or do we redefine them on our own terms?

For anyone navigating their own professional or personal challenges, Brat serves as a reminder: the power of perspective cannot be overstated. How we react to the stories others tell about us can either confine us or propel us forward. The choice is ours.

 BOOK A COMPLIMENTARY 30 MINUTES WITH ME

Did you know that the ability to lead change management is the #1 skill needed in leaders today? Yet only 35% of leaders effectively manage change (across industries), and 70% of change management initiatives fail. This is why bringing a true change management expert into your business during times of change and transformation is so important.

Whether your staffing business is based here in the UK or internationally, I'm here to help. Let's discuss your goals and how we can achieve them together! Don't hesitate to book a call with me using the link in comments to explore the possibilities. Looking forward to connecting and making a positive impact! BOOK YOUR COMPLIMENTARY CALL