A 2021 reflection and a look towards 2022

A 2021 reflection and a look towards 2022

At this time of year, a lot of people think it is important to reflect on the year that’s just passed and take stock of what you’ve achieved or what you’ve not achieved before thinking about the next one, that’s not really for me. I much prefer to look forward, so let’s not spend too much time on 2021 as it’s been a challenging year for everyone in many different ways.

There have of course been positives but all I really want to say looking back on 2021, is thank you to all of the teams at Sanderson who’ve worked tirelessly day in day out collaborating with each other, our candidates, and our clients to deliver some amazing outcomes and brilliant feedback to boot. On a similar note, I would like to thank all the clients and candidates who’ve chosen to partner with us as well – your support is invaluable and always appreciated!

So, lets get onto 2022 and what we think recruitment will look like in the new year. Unless a host of fresh IT talent comes into the market, the trend of increasing salaries will continue as companies fight over those candidates who are in the market, but it is important to remember that money isn’t everything for a lot of candidates.

Candidates are just as interested in company culture, a businesses impact on the environment, what a companies social and corporate values are, what does the product or service they are working on actually do, does it do good? Of course, money is a factor but there is a lot more companies can do to give themselves the best possible chance of hiring talent as it becomes available. A clear and concise recruitment process, avoiding technical tests unless absolutely necessary and transparency around the role/team/product/values gives a fighting chance.

Another key area for me in 2022 will be how the contract market evolves. I think we are close to a pivotal moment. Lately it feels as if more contractors than ever have drawn a line in the sand and decided they no longer wish to pursue opportunities that require them to work via PAYE or Umbrella and moving forward they only wish to consider outside engagements. There was a general consensus that this would happen quicker than it has but the pandemic delivered us a very unique set of circumstances where the majority of people just wanted to be working which is more than understandable.

The market is very different now, change and transformation is back with a vengeance, digital agendas are bigger than ever which has led to surging demand for interim resources, and we are now seeing similar supply and demand challenges that have been more prevalent in the permanent world. Contractors are naturally gravitating towards Outside engagements, they are seeing more of these engagements advertised, they are being called about more of these engagements and so are the people in their networks so the line in the sand decision is understandable.

Over the coming months some decisions are going to need to be made concerning the models used and whether they are creating a different type of risk. Are those currently working on a project via this model going to leave midway through for something that is Outside? Or are they going to attract the correct calibre of interim resource to effectively deliver the programmes and projects undertaken? Some interesting questions worth thinking about.

But as we approach the final few weeks of 2021, I hope everyone has a fun, relaxing and safe festive season. All the best.

Craig Bryce