ReleaseWire Connect

2022-23 is a great time to work in the financial sector, as recent figures suggest that median pay in the industry is high - and getting higher. £3.5k a month median pay comes in significantly above the UK average of £2k a month. However, this is just a drop in the ocean in many financial sector jobs where the monthly pay is actually many multiples of this. Given the positive pay figures that already exist - alongside the rises that are forecast - it's clearly a good time to work in the finance jobs market. This would suggest that anyone working in finance is particularly well placed to cope with inflation and the forecast recession.

Human experience at work is the foundation of building a sustainable workforce and the HR Role is directly connected to how successful this is likely to be. Since the start of the pandemic there has been a gradual, but seismic, shift in what employees want from the businesses they work for. It's not just about doing the best possible job and serving the interests of the organisation but also being able to find that all-important work-life balance. A workforce strategy that doesn't integrate this simply isn't going to work, especially when it comes to the balance of growth and profitability that creates the conditions for sustainability. There are currently a number of priorities and trends that are vital to note for leaders in an HR Role focused on making sustainability a reality.

[Trend topics]. More inclusive working environments have multiple benefits, whether you're looking at it from the perspective of employee wellbeing and engagement - or the tangible difference this makes to the business bottom line. The challenge for many organisations is making changes that will foster inclusivity, especially where this hasn't been a priority in the past. Technology has the potential to open up the workplace so that it is a much more inclusive place to be - that's why the way technology roles are filled matters so much.

[Trend topics]. Finance and human resources leaders identify attracting vital talent and improving operational efficiency as the key factors for building sustainable growth. That's according to a survey of more than 500 CFOs and CHROs. 74% of those who took part in the survey said that their business outlook improved during 2021 - and 80% predicted that growth during 2022 would turn out to be even better. Ensuring that growth would be sustainable was something that CFOs and CHROs together attributed to two important factors: talent strategy and operational streamlining.

[Trend topics]. The scope of leadership roles today is much broader than it has ever been. It's one thing to be able to make practical decisions about resource allocation or smart strategic moves based on financial insight - but quite another to be a visionary who is also able to capture the hearts and minds of those within an organisation. Strong leadership necessarily involves being able to nurture connections, inspire, engage, cheerlead, create a robust culture and drive success. However, there is no single formula for leadership success - the right combination will depend on the company, the person and what success looks like in that context. Nevertheless, there are some skills and qualities that are inherent in strong leadership that will give most organisations a powerful boost.

[Trend topics]. Technology leaders today face huge pressure when it comes to digital transformation and the impact this can have on future growth. CIOs are no longer relegated to making decisions purely about data and systems but input in many other ways across the business, from collaborating with finance leaders to executing operational change to supporting people officers in their work towards achieving more hybrid and digitally-empowered working models. As a result, CIOs have a huge opportunity to help the organisation break new ground, as long as they are able to gain a strategic edge.

[Trend topics]. For HR leadership, the past couple of years have been intensely challenging and focused primarily on adapting to the changing conditions presented by the pandemic. It has been a time of upheaval, as working models transitioned at speed to hybrid and remote but with many positive, light moments - especially where that change was positive for staff. This year it's all about stepping out of that survival mode and setting the dial to 'thrive.' In order for that to happen there are a number of transitions that HR leadership in any organisation is going to need to stay ahead of.

[Trend topics]. After the unprecedented disruption in working conditions that took place in 2020 and 2021, for any HR director today there are major challenges to adapt. An increased focus on talent management is becoming a trend in 2022, looking not just at tech resources and how this will facilitate the changing workplace but also listening, and responding to, what employees want and need. For an HR director in 2022 these are some of the shifts, priorities and transitions that they made need to face:

[Trend topics]. Technology recruitment has been an intensely active field, even before the pandemic triggered higher demand for tech talent. Skills shortages and talent gaps are everywhere today, as businesses across the board look to recover from the pandemic and learn its most important lessons. Adapting to this ultra-competitive candidate market is something that every organisation needs to be able to do. The secret in terms of what candidates will look for in tech recruitment in 2022 is companies that are able to offer more than a competitive financial package. Technology recruitment candidates are also looking for ongoing technical challenges and a high degree of work-life balance. These are going to be key factors for enterprises that want to fill their talent gaps.

[Trend topics]. The pandemic has changed more than just working models - it has also caused a seismic shift in attitudes too. For most executives, a full time contract with a sole employer used to be the accepted framework but today a much more flexible approach leans towards more agility in the workforce and tapping into the benefits of interim leadership roles. The most forward-focused businesses are increasingly hiring leaders on a short-term basis, usually to deal with a specific purpose (e.g. improving marketing or scaling up hiring). There are many benefits for enterprises that choose to capitalise on short-term access to the best talent in this way - you're, essentially, hiring an expert leader for a temporary period to provide an - often much-needed - boost to a very specific area of the business. That can not only have a positive impact in terms of your desired outcomes but when it comes to streamlining recruitment costs too.