Aldi is currently looking to recruit over 20 new store colleagues across Edinburgh.
In a welcome boost to the local economy, the UK’s fourth largest supermarket is looking for people of all levels of experience to fill roles at its stores across the region including Hermiston Gate, Gilmerton Road, Oxgangs, Commercial Street, and Portobello.
This includes both full-time and part-time positions including Store Management Apprentice, Stock Assistant, and Store Assistant, all the way up to Deputy Managers.
The recruitment push forms part of Aldi’s nationwide expansion drive, with the supermarket set to open an average of one new store a week across the UK between now and Christmas.
Kelly Stokes, Recruitment Director at Aldi UK, said: “As we continue to invest in new stores, we’re looking for more colleagues to join our incredible teams across Edinburgh.
“Working at Aldi means a great working environment and real opportunities to progress within the business and we look forward to welcoming even more people to be a part of our success in the future.”
Starting pay for Store Assistants at Aldi is £11.40 per hour with the supermarket also paying for breaks.
The Edinburgh Festival Fringe Society has announced the launch of the inaugural Edinburgh Festival Fringe emerging critic’s programme.
Reviews are a critical tool for Fringe artists, for both raising their profile and encouraging audiences to seek out their work. Over the last few years, the level of arts coverage delivered by media titles across the UK has reduced dramatically compared to pre-pandemic. The Fringe Society’s new pilot project aims to promote arts journalism as an attractive and viable career choice for emerging talent.
Through the 2023 emerging critics programme, the Fringe Society will recruit up to seven emerging writers who will be supported through a learning programme, culminating in attending the festival in August to review shows and see their work published. The titles supporting this pilot include Broadway Baby, Chortle, the Herald, the List, Neurodiverse Review, the Scotsman and the Wee Review.
Following an open recruitment process, successful applicants will be placed with one of these titles. Each emerging critic will meet with a media mentor before spending a week at the Fringe, where they will be officially accredited as 2023 media, watch performances and file reviews with their title.
Lyndsey Jackson, Deputy Chief Executive of the Edinburgh Festival Fringe Society, said: ‘We’re excited to launch this new project, which is an important step in encouraging young writers to consider culture and the arts as a future career.
“For many artists, a great Fringe review can make their show, and the importance and impact of reviews during August cannot be underestimated for the sector overall. We hope this year’s pilot creates a catalyst for future critics to come and develop their craft here at one of the greatest festivals on earth.
‘We’d like to thank the media titles supporting us in delivering this project over the summer. Their passion and commitment to covering the Fringe every year is testament to the power that this amazing festival has and I’m delighted to see them actively engaged in supporting the next generation of talent.’
Comments from participating titles:
‘A core part of The List’s ethos is to continually search for the next generation of arts writers, and the Fringe’s emerging critics programme feeds perfectly into this’. Brian Donaldson, The List
‘At The Wee Review, we’re delighted to have had two winners of the Fringe’s Young Writer Awards and proud to have given many more their first step on the ladder. In fact, lots of our year-round team originally joined us for the Fringe. It’s a tough but hugely exciting atmosphere to be reviewing in and we look forward to meeting and supporting some new critics as they find that out for themselves!’ Robert Peacock, Wee Review
‘We are very excited to be supporting a disabled critic who will be able to bring a much-needed perspective to work at the Edinburgh Fringe’.Simon Jay, Neurodiverse Review
‘Comedy’s an incredible art form and we’re delighted to be part of this project to widen the pool of informed critics who can give it the considered analysis it deserves at the Fringe, the world’s most extraordinary gathering of comic talent’.Steve Bennett, Chortle
Applications are open now, and will close on Wednesday 28 June, with interviews scheduled for w/c 03 July 2023.
A campaign to recruit new childminders in targeted urban and rural areas to help establish more childminding places for families has been extended, providing more time for people living in Edinburgh City to tap into funding and support available to get started in a new career.
Led by the Scottish Childminding Association, and funded by Scottish Government and participating local authorities including Edinburgh City Council, the ‘Scottish Childminding Partnership’ aims to increase the number of childminding businesses in areas where there are currently not enough childminders to meet the level of demand from families seeking local, high-quality, nurturing and flexible childcare.
A fantastic package of fully funded support and training available to successful applicants, providing everything needed to establish a new childminding business.
The campaign has seen almost 60 new childminders complete or apply for registration with the Care Inspectorate to establish new childminding businesses throughout Scotland but more are needed throughout target areas, including Edinburgh City, to help address the need for more high-quality childcare for families.
Skye Jolly has started her own childminding business in Moray after accessing support and funding available through the recruitment campaign and is delighted with her new career.
“When I first decided to become a childminder I didn’t have a clue where to start so I did some research online and quickly found this new childminder recruitment campaign.
“I think this is a brilliant way for anyone thinking about becoming a childminder to get started because you’re very supported every step of the way. I’m so glad I decided to take the leap, I really love my new career!”
No previous childcare experience is required to become a childminder but applicants do need to be passionate about working with children. It’s an extremely rewarding career option – contributing to children’s development, learning and wellbeing and providing a valuable childcare service within the local community.
Often, people who are looking to get back into work, or who want to switch career into professional childminding, do so to enable them to combine caring for their own children whilst running their own business from home and earning an income.
Those who apply and are accepted on to the pilot will be supported every step of the way by a dedicated member of the SCMA team, from induction training and support through the registration process to establishing their new business.
On completion of registration, new childminders have access to a start-up grant so that they can be reimbursed for some of the initial costs associated with setting up their new business from home*. They will also receive a unique package of childminding-specific training courses.
Graeme McAlister, Chief Executive, Scottish Childminding Association, said: “Whether in rural areas, towns or cities, this form of high-quality childcare is a vital asset to families and the recruitment of more childminders is another important step towards addressing the urgent demand for high-quality childcare from parents and carers.
“This is a fantastic opportunity for people who may be considering getting back into work, or looking for a change of career which supports a better work / life balance, to access a wealth of support in setting up their own sustainable childminding business and to begin a new, rewarding career working with children.”
More information and how to get started by visiting :
*£750 minimum business start-up. The value of start-up grant may vary across local authority areas
SCMA is a national charity and is the only organisation dedicated to supporting all aspects of childminding in Scotland. We provide a wide range of support and professional services including training and events as well as delivering local services for childminders, children and families.
More childminders are needed across the whole of Scotland. This unique pilot is helping to address the specific and urgent need for childcare in particularly remote and rural areas as well as specific urban areas.
Childminding settings provide low child-adult ratios. This means a childminder can provide tailored one-to-one care for each child. Evidence has shown this form of childcare can enhance a child’s early learning, confidence and their social development and is particularly helpful in supporting children with additional support needs, or for children who may struggle in a larger childcare setting such as nursery.
Returning Edinburgh to a ‘must attend’ in the film festival calendar
Screen Scotland is facilitating the appointment of a Chair to lead the formation and operation of the Edinburgh International Film Festival (EIFF) from 2024 and a return of Edinburgh to a ‘must attend’ in the film festival calendar.
As the EIFF’s primary public funder, Screen Scotland has been working with industry to develop an initial vision for the re-imagined Festival, and this will inform the selection of the Chair.
The ambition at the heart of this vision includes:
The establishment of an Edinburgh International Film Festival from 2024 that embraces its origins as a festival of discovery and its location in Edinburgh in August with a focus on creative origination and a participatory, experiential approach.
A compact, compelling programme of new fiction features, documentaries and shorts augmented by gala and retrospective titles, as well as live events, providing an interplay between the world’s most exciting new voices and revered, established talent. This dynamic will play out against the backdrop of the world’s largest cultural event – Edinburgh’s August festivals – in any number of imaginative ways to be developed by the Film Festival’s creative team.
Filmmakers in selection will be given a unique platform as part of a select programme. They will be invited to play and create with other makers and storytellers from across the Edinburgh festival landscape. The EIFF will aim to offer a high-profile prize in each competition section.
EIFF will aim to attract diverse and younger audiences due to its energy, programming and proximity to the Festival Fringe.
For those attending the festival from industry, the EIFF’s official programme will also provide an experiential programme of events and unique talent mixers to encourage creative executives, talent agents, producers and acquisitions execs to engage with talent from across the storytelling and visual art landscape.
Isabel Davis, Screen Scotland’s Executive Director said: “This is a golden opportunity for EIFF to seize the unique spirit of festival, creation and discovery that August in Edinburgh represents.
“It will take an exceptional individual to breathe new life into the rekindled Festival – one who can identify and encourage a team to be ambitious, playful, creative and entrepreneurial, who understands the financial challenges and commercial opportunities ahead, and bring strong governance skills into the setup process.
Davis added that: “EIFF in August is a counterpoint to the nationally significant and highly respected Glasgow Film Festival in March, with both festivals providing exposure for Scottish talent across the year and offering a diverse, high-quality range of films to audiences across Scotland.
“We’re especially thankful to 2023 EIFF programming director Kate Taylor, who will be announcing her selection in the weeks to come and who is already embracing the spirit of 2024 and beyond. And enormous gratitude to the Edinburgh International Festival who have thrown a sisterly arm around EIFF for 2023 and are generously hosting it in this exceptional year.”
Culture Minister Christina McKelviesaid: “Following the 2023 edition of the film festival taking place under the umbrella of the Edinburgh International Festival, I am delighted that Screen Scotland are taking these steps to secure the future of the EIFF for 2024 and beyond.
“Given this key moment in the film festival’s prestigious 76-year history, I am sure there will be a lot of interest in this exciting and important role. It is an opportunity to take forward the vital work of the film festival and the strategic part it plays not only in the overall line-up of our international summer festivals in Edinburgh, but in shaping the future of Scotland’s burgeoning screen sector.”
The recruitment pack provides full details and how to apply. Deadline for applications is 12 noon, Monday 12 June, 2023.
Please see details attached for two new posts we are recruiting, Link Up community development workers, 12hpw and 35 hpw fixed term to March 2026.
I would be grateful if you could share these widely amongst your networks, freelance colleagues, and participants to ensure as wide a constituency as possible is aware of the roles.
The Scottish Ambulance Service (SAS) has recruited a record 1,388 staff and introduced 52 additional ambulances in the past three years as part of its Demand and Capacity Programme.
Launched in 2019, the Demand and Capacity programme is the largest and most complex programme ever undertaken at the Scottish Ambulance Service, with multi-million-pound investment from the Scottish Government enabling hundreds of new A&E staff – Paramedics, Technicians, Ambulance Care Assistants and Advanced Practitioners – to be recruited.
464 frontline A&E staff have been recruited this financial year, in addition to recruitment of 924 over the previous two years.
Of the 464 this past year, 368 are Trainee Technicians, 33 are Qualified Paramedics, 47 Newly Qualified Paramedics, 6 Advanced Practitioners and 10 Qualified Technicians. 153 were recruited for the East Region, 105 for the North Region and 206 for the West Region.
Over the last three years, the estates element of programme has also enabled the opening of ten new stations, including nine co-locations with the Scottish Fire and Rescue Service at Ardrossan, Dreghorn, Clarkston, Penicuik, McDonald Road in Edinburgh, Crewe Toll, Sighthill, Bathgate and Aberdeen Central.
Scottish Ambulance Service Chief Executive Pauline Howie said: “The aim of the Demand and Capacity Programme is to ensure we are working as effectively as possible by having the right resources in place to deliver the most appropriate care for the people of Scotland.
“The increase in staffing and resources, coupled with alignment of shift patterns to patient demand profiles, aims to improve patient safety and staff welfare and has involved a considerable amount of work behind the scenes.
“With demand for our services increasing across the country and additional pressures that have been brought about by the pandemic, this investment has been vital in protecting our response to patients and supporting our existing staff.
Health Secretary Michael Matheson said: “Our increased investment to support the Scottish Ambulance Service through their Demand and Capacity review is helping to ensure the right resources are in place across the country to deliver a high-quality emergency service to the people of Scotland.
“These additional resources will help support existing staff, who have shown remarkable resilience in the face of sustained pressure over the last three years, and I thank them for their continued dedication and hard work.”
A new review designed to boost the employment prospects of autistic people hasUKtoday been launched by the UK Government
Sir Robert Buckland KC MP to lead new Autism Employment Review
Focus on supporting employers to recruit and retain autistic people and reap benefits of a neurodiverse workforce
Recommendations for change to be brought to Government later this year
A new review designed to boost the employment prospects of autistic people has been launched by the Government to spread opportunity, close the employment gap and grow the economy.
The Secretary of State for Work and Pensions, Mel Stride MP, has appointed Sir Robert Buckland KC MP to lead the review, which will consider how the Government can work with employers to help more autistic people realise their potential and get into work.
People with autism have particularly low employment rates – with fewer than three in 10 in work – but the Buckland Review of Autism Employment, supported by charity Autistica and the Department for Work and Pensions (DWP), is aiming to change that.
The Review will ask businesses, employment organisations, specialist support groups and autistic people to help identify the barriers to securing and retaining work and progressing with their careers.
The Minister for Disabled People, Health and Work, Tom Pursglove MP said: “We know autistic people can face barriers moving into employment and staying there. This is often down to the employers themselves not having the tools to support autistic people, or truly understanding the value of a neurodiverse workforce.
“This important review will provide us with vital information to remove these barriers and help more autistic people start, stay and succeed in work by ensuring more employers provide truly inclusive places to work. I look forward to seeing the recommendations from the review.”
Rt Hon Sir Robert Buckland KC MP said: “I am delighted to have been asked to lead this important Review. Our workplaces and businesses would benefit so much from the huge potential that autistic people represent.
“If we close the employment gap for autistic people, it will not just mean individual fulfilment but a significant boost to employment and productivity for our country.”
The Buckland Review of Autism Employment will consider issues including:
how employers identify and better support autistic staff already in their workforce;
what more could be done to prepare autistic people effectively for beginning or returning to a career;
and working practices or initiatives to reduce stigma and improve the productivity of autistic employees.
It will focus specifically on autistic people, and aim to develop solutions that:
will be acceptable to autistic people.
will be effective at improving autistic people’s outcomes.
will be feasible for employers or public services to deliver.
The Review will also look at employers who are benefitting from a neurodiverse workforce, like London manufacturer KwickScreen. The innovative company provides transparent screens to every UK hospital and played a pivotal role in the NHS’s response to the Covid pandemic.
On a recent visit to their Lewisham base, the Minister and Sir Robert discovered many of the breakthrough initiatives in the company came from the neurodiverse members of the team.
Dr James Cusack, Chief Executive of the UK autism research and campaigning charity, Autistica said: “The benefits for autistic people and society will be huge if we can give autistic people the opportunity to work and thrive in employment. That’s why as a charity we want to see a doubling of the employment rate for autistic people by 2030.
“We are delighted to support the government on this vital review which will enable us to move from awareness to evidence-based action. This will help us to rethink how we approach autistic people’s access to work and perhaps drive a wider rethink around how we accommodate everyone in work, as we all think differently with unique strengths, challenges and needs.”
As part of the review, many of the adjustments and initiatives that would benefit autistic people could also benefit a wider group of people who think differently, including those with other neurodevelopmental conditions such as ADHD, dyslexia and dyspraxia.
Loch Ness Centre announces recruitment drive including a special role for Nessie’s number one fan following £1.5 million investment
It’s a legend that has intrigued and enthralled for centuries. Now, aspiring Nessie-hunters will be thrilled to learn that the Loch Ness Centre is recruiting for staff in advance of its imminent re-opening. The Centre is also looking for Nessie’s number one fan to preview the upgraded attraction before opening to the public.
For one of Scotland’s most famous tourist destinations, the new recruitment drive follows the refurbishment of the centre after Continuum Attractions took over earlier this year, investing £1.5m on upgrades to enhance the visitor experience of exploring the legend and myths of Loch Ness.
As part of its recruitment plan, the centre is on the hunt for Nessie’s number one fan to fulfil a special role. Ahead of opening the lucky candidate will be the first to try and test the unique one-hour tour.
The newly upgraded tour will offer a truly immersive experience allowing guests to become part of the story and delve deeper into the real stories of Loch Ness.
During the tour guests will go through seven rooms to explore the real story of one of the world’s most famous monsters, uncover ancient myths and legends, take a journey through the majestic Highlands and learn about the scientific research.
To facilitate the day-to-day running of the centre, it is looking to hire two Operations Duty Managers, one fixed-term and the other permanent. Aimed at individuals with a passion for the tourism industry and an enthusiasm for providing exemplary customer service, the roles focus particularly on candidates’ leadership skills, flair for communicating with customers and visitors, and willingness to adapt and work well under pressure.
Additionally, the Centre is on the hunt for an Inverness-based Marketing Manager. As the public face of the attraction, candidates will need to be creative and experienced marketing professionals with the willingness to network and build strong relationships with key stakeholders in the region. Driving growth and revenue will be a key objective, so enthusiasm for the brand and knowledge of what makes visitors tick are also crucial qualities in interested applicants.
All the roles will offer successful applicants a generous salary and holiday allowance, health plan and pension scheme, along with additional perks such as discounts on visitor attractions and other leisure activities.
Paul Nixon at Loch Ness Centre said: “Nessie’s story is one that lives in hearts and minds all over the world. As we prepare to reopen the Loch Ness Centre following extensive refurbishments, we’re looking for talented, enthusiastic people to join us in our passion and mission to share Nessie’s story even more widely.
“In exchange, the right candidates will receive a generous salary and benefits package along with the unique opportunity to engage with audiences from around the world and share Scotland’s legendary history with them”.
Interested candidates can find further information at:
If you believe you’re Nessie’s number fan, you can be in with a chance of securing an exclusive preview of the new Loch Ness Centre tour by submitting a short video of no longer than two minutes explaining why you are the best person for the job. To apply, submit your entry to marketing@continuumattraction.com
QA Scotland has opened over 45 positions nationally.
Over 15 of those are in Edinburgh and the surrounding area.
The roll out of these new apprenticeship opportunities are to align with Scottish Apprenticeship Week (March 6-10, 2023).
Scotland’s largest provider of tech, digital and IT apprenticeships, QA Scotland places around 1,300 candidates every year with some of Scotland’s most exciting tech employers.
Ahead of Scottish Apprenticeship Week last week QA Scotland announced the opening of over 30 new apprenticeship positions across Edinburgh and the surrounding area, available for immediate start.
Working in partnership with numerous local businesses including George Watson’s College and Computershare Investor Services, QA is promoting a range of roles, with salaries of up to £19,000 a year and a wide choice of job opportunities. The openings range across the spectrum from digital marketing and project management to IT support and administration.
Scotland’s largest provider of tech, digital and IT apprenticeships, QA Scotland places around 1,300 candidates every year with some of Scotland’s most exciting tech employers.
Lawrie Fraser from Falkirk found his apprenticeship completely life changing. Struggling in the travel industry he decided to reskill and is now head of marketing in his new career.
Of his apprenticeship journey, the 20-year-old said: “I wasn’t in the right industry for me during my first apprenticeship and that lead me to contacting QA, where I felt more naturally in the correct industry for me.
“Work gets me flying around left, right and centre. It’s good to see the world and see different places of business and cultures.
“It does build your character, it does build your career and it does make you a stronger person.
“The advice I’d give to people that want to change their career pathway would be: don’t be scared, back yourself 100%.
“Even if it’s taking that leap to contact QA just to get the conversation and the ball rolling, I would do it a million times over.
“QA’s changed my life and I know a lot of ambassadors that have changed their lives as well.”
QA apprenticeship ambassador Lawrie Fraser
Marston Holdings have taken on apprentices through QA and have been delighted with the “fresh outlooks” brought to their business.
Michael Fraser-McGinness, Operations Manager at Marston Holdings, said:“It’s been great to have apprentices as part of our company, fresh outlooks and new experiences allow organisations to increase diversity and, in turn, creativity”
Of his apprenticeship journey with Marston Holdings, accountant apprentice Zak Bowker said: “Since the start of my apprenticeship, I’ve received constant support from both my managers, and other members of the business.
“Everyone has been eager to offer training sessions on other areas of finance which has given me invaluable knowledge and understanding.”
Lorne Blyth, founder of Flavours Holidays, has been delighted with her “fantastic asset”, apprentice Amy Canfield.
She said: “We would highly recommend hiring an apprentice, especially after the great experience we’ve had bringing Amy Canfield our digital marketing apprentice, who plays a major role in helping us to promote our holidays online, into the business.
“Whether it’s creating social media videos or helping with the website, she has a natural creative ability to curate exciting and engaging content which helps to showcase the Flavours adventures – she really is a fantastic asset to the team.”
Chris Shekleton, Director – Scotland QA, said: “If you left school at Christmas and have not yet decided on your future, or if you are in an interim job, waiting for the right opening, then it may be that an apprenticeship is the way forward. There are lots of opportunities out there.
“And if you think you don’t have any relevant qualifications or experience, that is not a barrier, with an apprenticeship you learn on the job and you earn while you learn.”
David Cunningham, QA Scotland Youth Engagement and Communications Manager, added: “No matter what your background or qualifications, we are confident we can match you with an apprenticeship scheme that will kick start your future.
“With vacancies available across over 50 employers throughout Scotland, it is aptitude and interests that count, and we will point you in the direction you need.”
To take a look at what is on offer, visit QA.com, pop in your postcode and get in touch.
February sees renewed downturn in permanent placements
Permanent staff appointments fall for fourth time in five months
Pay pressures ease
Steep downturn in candidate availability
The latest data from the Royal Bank of Scotland Report on Jobs survey showed that recruitment consultancies saw a notable drop in the number of people placed in permanent roles during February amid ongoing market uncertainty and hesitancy to commit to new hires.
The seasonally adjusted Permanent Placements Index slipped from 54.7 in January to 42.1, signalling a renewed contraction in permanent staff hires. Meanwhile, the downturn in temp billings accelerated, with the pace of decrease the fastest in the current five-month period of reduction.
At the same time, the supply of both permanent and temporary staff shrank rapidly amid tight labour market conditions and skills shortages. Recruiters also commented that workers were increasingly hesitant to seek out or switch roles due to an uncertain economic climate.
Despite ongoing labour shortages, February data pointed to a notable cooling in the rates of both starting salary and temp wage inflation.
Renewed contraction in permanent placements
After posting in expansion territory in January, the seasonally adjusted Permanent Placements Index fell back below the neutral 50.0 level during the latest survey period, indicating a fall in permanent staff appointments for the fourth time in the last five months. Moreover, the rate of reduction was sharp overall and stronger than that seen for the UK as a whole. Recruiters often linked the decline to delayed hiring decisions and greater market uncertainty.
Recruitment consultancies in Scotland recorded a reduction in temp billings in February, thereby stretching the current sequence of decrease to five consecutive months. The overall pace of contraction accelerated to one that was the most marked since June 2020. The fall also contrasted with a mild upturn in billings across the UK as a whole. According to panellists, a slowdown in market conditions had impacted clients’ appetite to take on short-term hires.
Availability of permanent staff falls rapidly
February data highlighted a quicker reduction in permanent staff availability across Scotland. The rate of decrease was rapid overall and quicker than the series average. Surveyed recruiters often cited skills shortages and a tight labour market when explaining the latest drop in supply.
The decline in permanent candidate numbers across Scotland outstripped that recorded for the UK as a whole.
As has been the case in each month over the last two years, temporary staff availability declined across Scotland in February. The pace of contraction was quicker than the UK-wide trend and historically sharp, with anecdotal evidence often linking the fall to a generally low unemployment rate and reluctance amongst workers to switch roles. That said, the respective seasonally adjusted index ticked-up for a second month running to a 22-month high.
Softest upturn in starting salaries for four months
Salaries awarded to newly-recruited staff rose across Scotland in February, thereby extending the current upward trend observed since December 2020. Tight labour market conditions and skill shortages continued to drive pay higher as firms competed to secure talent, according to recruiters. However, the rate of salary inflation eased further from December, signalling the joint-softest upturn in 20 months.
Nevertheless, the rate of pay growth in Scotland outstripped that seen across the UK as a whole for the fifth successive month.
After registering the second-fastest increase in the survey’s history in January, temp wage inflation slowed notably in the latest survey period. Moreover, the rate of growth was the softest seen since April 2021. While persistent candidate shortages reportedly drove up pay, recruiters mentioned that the current economic climate limited the upturn.
The rate of wage inflation across Scotland was also weaker than the UK-wide trend.
Demand for permanent staff expands at softest rate for two years
Permanent job openings grew solidly across Scotland in February. However, the latest upturn was the softest seen for two years and below the historical average.
Of the eight monitored sectors, the strongest upturn in permanent staff demand was seen for Nursing/Medical/Care, with IT & Computing placing second.
Temp vacancies across Scotland fell for the second month running in February. The pace of contraction quickened from January and was marked. The decrease noted in Scotland contrasted with a further expansion in temp job openings at the UK level.
Blue Collar roles led the decline, followed by Engineering & Construction.
Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “The renewed expansion in permanent placements during January did not carry through to February, as the latest survey data from recruiters signalled a fresh reduction in permanent new hires.
“Furthermore, the contraction in temporary billings persisted, indicating a steep fall in short-term staff recruitment. The downturn in hiring activity was often linked to uncertainty around the outlook and hesitancy among clients to commit to new staff. At the same time, ongoing skills shortages made it difficult to acquire candidates for those that did want to fill roles.
“Vacancy data highlighted a relatively subdued increase in permanent roles, while temp staff demand fell for the second month running, which helped bring down rates of inflation for starting pay. Growth in permanent starters’ salaries was weaker than the trend seen over the past two years, while hourly rates of pay rose at the slowest pace since April 2021.”
