December 2024 - Astute Financial

As we approach Christmas, it’s possible that you will be thinking less about your recruitment needs and more about the Christmas party!

Traditionally, January and February have been busy times for hiring. But with the shortage of quality candidates – you can’t afford to wait for the “peak” period.

In what is a hugely competitive job market, recruiting over the Christmas period makes a lot of sense – and it could put you ahead of the competition.

Christmas is a busy and exciting time of the year for everyone; not a time you would necessarily associate with searching for a new job or with companies taking on new employees. Job seekers tend to take time off from their job search as the holidays approach with the rational that very few companies will be hiring in the lead up to Christmas as their time will be occupied with staff trips, parties and annual leave. However, more and more companies are seeing the benefits associated with hiring in December in order to beat the inevitable increase in recruitment activity and in turn, industry competition, that occurs in the new year.

For companies looking to hire new staff members, initialising the recruitment process in December, rather than January can have many advantages. Firstly, this enables hiring managers to pick candidates ahead of their competition; something that is especially advantageous in today’s very much candidate-driven market. From an organisational point of view, candidate interviews and phone calls are easier to arrange over the Christmas period as typically more people have time off work in December than they will in the new year. Those managing the hiring process are also likely to have more free time and less urgent responsibilities in December; enabling more time for staff training and inductions to take place while workloads are relatively low, minimising any potential teething problems that could negatively impact current members of staff.

For job seekers looking to secure a new role, the benefits of job hunting in December are also numerous. If they are still working, applying for roles when their workload is reduced, and they have more time off will make the application process much easier. Competition from other candidates is likely to be lower as not everyone will choose to continue their job search over Christmas and therefore their commitment to the job search will be emphasised by sending applications at this time, highlighting their diligence, making them stand out and helping to ensure they will not go unnoticed by employers. In many cases, more vacancies start to arise over the Christmas period as employees who have been considering leaving wait to receive their Christmas bonuses before quitting.

Timing is critical in recruiting, both from a hiring perspective and from a job seeker’s perspective, but of course the main reason has to be that for job seeker’s and hiring managers, there may be no better Christmas present than receiving their dream offer or the addition of a brilliant new employee!

In today’s fast-paced work environment, the wellbeing of employees is paramount for maintaining productivity and fostering a positive workplace culture. With this week marking National Grief Awareness Week 2024, it’s an opportune moment for employers to reflect on how they support employees experiencing grief. Running from December 2nd to 8th, this week aims to highlight the impact of grief and the importance of support systems and now’s the perfect time for employers to do more than just acknowledge grief – they can take meaningful steps to support grieving team members year-round.

Unaddressed grief doesn’t just affect individuals; it ripples through the workplace, impacting productivity, increasing absences and leading to higher turnover. Research from Hospice UK shows that 77% of employees aged 18-34 would consider leaving their job if they felt unsupported after a loss.

Despite the universal nature of grief, many employees feel pressured to return to work before they’re ready, often without adequate support, and with only 17% of managers feeling confident in supporting grieving colleagues, there’s a clear gap in our approach.

Understanding National Grief Awareness Week

National Grief Awareness Week was first observed in 2014 by the Good Grief Trust charity in the UK. It seeks to raise awareness of the challenges faced by those grieving and to educate people on the profound impact grief can have on mental health.

‘Shine a Light’ is this year’s theme for National Grief Awareness Week 2024, with the objective to shine a light on people, places and projects in the UK.

Why Supporting Grieving Employees Matters

Grief is a universal emotion that touches all of us, triggered by various life events such as the loss of a loved one, a job, or a significant life change. It manifests in various emotional states, from sadness and isolation to anger and guilt.

Physical symptoms like fatigue and appetite loss are also common. For employers, understanding and acknowledging the impact of grief is crucial not only for the individual’s healing but also for maintaining a supportive work culture.

Supporting employees through their grief can lead to:

Enhanced Employee Wellbeing: Acknowledging an employee’s grief promotes emotional healing and mental health.

Increased Loyalty and Engagement: Employees who feel supported are more likely to stay committed and motivated.

Positive Workplace Culture: Reducing stigma around grief fosters openness and empathy among colleagues.

Ways to Support Grieving Employees:

Create a Safe Space for Expression

Encourage open communication within your team. Regular one-on-one check-ins or group discussions provide employees with opportunities to express their feelings in a safe, non-judgmental setting. Listening with empathy is key to helping them feel understood and supported.

Offer Flexible Working Arrangements

Recognise that grieving employees may need adjustments to their schedules. Allowing time off or flexible hours can help them balance their personal and professional responsibilities. This shows that you prioritise their wellbeing during challenging times.

Provide Access to Mental Health Resources

Grief can heavily impact mental health, making access to resources vital. Employers can offer counseling services or direct employees to external support networks, such as grief support groups or hotlines. These resources can be invaluable in helping employees cope with their emotions.

Be Understanding and Accommodating

Every individual experiences grief differently. It’s important to be adaptable and considerate of each employee’s unique situation. This might mean adjusting workloads or providing additional support. Demonstrating compassion can significantly ease an employee’s grieving process.

Building a Supportive Workplace Culture

National Grief Awareness Week serves as a reminder to integrate empathy and support into our daily interactions, not just during designated awareness weeks. By building a workplace culture where employees feel safe to express vulnerability, businesses can promote mental health and wellbeing.

Employers should use this week as a platform to engage in conversations around grief and to offer tangible support and resources. By doing so, they can help foster trust and openness, paving the way for a more compassionate workplace.

Let’s shine a light on the importance of supporting employees through their grief—creating a more understanding and supportive workplace for everyone.

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Mike

2 years ago

Highly recommended! Josh and Sarah have been fantastic at Astute. They've found and placed me in 2 jobs now between them, both really responsive and excellent at keeping you up to speed with things. Very knowledgable about the roles and happy to talk to companies with any queries you have.

C R.

Great agency one of the best ones I've worked with! Liz has been a great help and support in helping me towards a new direction in my career life. She is very attentive and keeps me in the loop at all times! She makes the extra effort to work with my preferred requirements for work and even if it isn't completely attainable she meets me in the middle and does as much as she can to help! Also Liz is very funny might I add

and I'm happy that I can now put a face to the name after all these years! Thank you again Liz for all your help and support!

Christine

Josh and the Astute team was very swift to help me to find roles that matched my profile. They are really reliable and will help through every step of the recruitment process going out of their way to assist and follow up when needed. Could not find a better recruitment agency!

Helen Pinegar

Fantastic recruitment agency.. Josh was extremely enthusiastic, encouraging and clearly knowledgeable about what was needed from both the employee and the employers point of view. Extremely supportive especially in regards to interview preparation and endeavoured to procure feedback promptly. Wouldn’t hesitate to recommend Astute in the future to both candidates and recruiting businesses particularly for the right fit for the role!!!

Lisa Leigh

I have worked as a candidate for Astute and they have been excellent. Super friendly service and professional agents keen to fit the right person to the right job. It has been a pleasure dealing with them and I would happily work for them again in the future. Highly recommend this agency.