The document discusses attracting talent to northern cities in the UK like Manchester. It notes that populations and job opportunities are growing faster in northern cities than in London. Cost of living is 20% lower in the North, with lower rents, commute costs, and home prices. While Londoners prioritize high salary and career progression, Northerners value work-life balance including time with family and less overtime. The document provides tips for employers to attract talent to northern locations, such as promoting local amenities, offering flexible work and relocation packages, and highlighting lower cost of living.
The City Conversation, organised by Oxford City Council, included representatives from Oxfordshire’s homelessness organisations, health and mental health providers, faith groups, public bodies, local councillors, and people with lived experience of rough sleeping.
It was the largest conversation of its kind to take place in Oxford.
The aim of the conversation was to start to find a common understanding of what causes rough sleeping and street homelessness in Oxford – and find the means to tackle the issue.
Talk UX: Designers Guilty By Association Lauren Currie
Designers: Guilty By Association
We are known for our stylistic gestures and whimsical, indulgent ideas, often created whilst wearing black polo necks. Taxi drivers think I design shoes for living. Most designers do. They design apps to help up find pizza faster and design sexy products that help us wake up on time.
We deserve better.
I’m one of many designers who are trying to reformulate the role design can play in the world. Using the design process to tackle many of the complex and serious problems facing our society. Some call it social design, service design or design activism. BUT the labels don’t matter. What does matter is the HOW.
How does this kind of design actually work and what does this mean for our future? Judging by the speed and enthusiasm with which design students are signing up for newly created courses on experience design, social and humanitarian design, more design activists and provocateurs will emerge in the future. It’s time to get responsible.
Watch this talk here:
https://www.youtube.com/watch?v=TBSnVMDKC0g
Read the audience reaction here:
https://storify.com/Redjotter/guilty-by-association-talk-ux
Talent Chamber presentation delivered by Neil de Villiers
Managing Director for Blue Square Deals Ltd at The South East London Chamber of Commerce AGM.
The City Conversation, organised by Oxford City Council, included representatives from Oxfordshire’s homelessness organisations, health and mental health providers, faith groups, public bodies, local councillors, and people with lived experience of rough sleeping.
It was the largest conversation of its kind to take place in Oxford.
The aim of the conversation was to start to find a common understanding of what causes rough sleeping and street homelessness in Oxford – and find the means to tackle the issue.
Talk UX: Designers Guilty By Association Lauren Currie
Designers: Guilty By Association
We are known for our stylistic gestures and whimsical, indulgent ideas, often created whilst wearing black polo necks. Taxi drivers think I design shoes for living. Most designers do. They design apps to help up find pizza faster and design sexy products that help us wake up on time.
We deserve better.
I’m one of many designers who are trying to reformulate the role design can play in the world. Using the design process to tackle many of the complex and serious problems facing our society. Some call it social design, service design or design activism. BUT the labels don’t matter. What does matter is the HOW.
How does this kind of design actually work and what does this mean for our future? Judging by the speed and enthusiasm with which design students are signing up for newly created courses on experience design, social and humanitarian design, more design activists and provocateurs will emerge in the future. It’s time to get responsible.
Watch this talk here:
https://www.youtube.com/watch?v=TBSnVMDKC0g
Read the audience reaction here:
https://storify.com/Redjotter/guilty-by-association-talk-ux
Talent Chamber presentation delivered by Neil de Villiers
Managing Director for Blue Square Deals Ltd at The South East London Chamber of Commerce AGM.
Is cohousing right for you? Module 4: Hopes and Fears April 26 2022Kristopher Stevens
This webinar explored the attendees hopes and fears with regards to cohousing. Highlights included:
- What makes an ideal site
- Site criteria considerations
- Hopes and fears about cohousing
- The Community Wealth non-profit development model
- Questions lingering from past sessions
- A discuss about whether cohousing is right for the participants
Presentation delivered by Steven Drost, CSO, CodeBase at the 'Developing the Digital Workforce' event, 15/05/17.
CodeBase is the UK’s largest startup incubator, home to more than 90 of the country’s best technology companies. They champion businesses tackling big challenges with technology, and work tirelessly to support the development of a more diverse and competitive European digital industry.
Who better then, to advise on what those companies will be looking for in their future employees. Steven shares his views on what schools, colleges and universities should be doing to prepare their students for workplace of the future.
On Wednesday, 19 March 2014, Planning and Infrastructure hosted a culture change workshop. It was the first in what will be a series of workshops and conversations across the State with all stakeholder groups about what culture change means to planning in NSW and what is underway to shift culture to do planning better in the State. Here is a record of the day.
Ogilvy Consulting’s “The Annual” is the power of behavioural science applied, showcasing 10 projects worked on over the last year with a particular focus on interventions for brands, charities, non-profits and local governments supporting social outcomes to drive “good”.
Presented by the Behavioural Science Practice within Ogilvy Consulting London, you will discover the insight behind the interventions and how the power of behavioural science and creativity can be used to overcome the stickiest of challenges.
At Get Groomed, we aim to bring classic barbering to your door step and provide you the best service while saving you from the hassle of lengthy wait times, and travel to and from the barbershop.
Our Mantra is ‘Your Style. Your Place. Your Time’
Get Groomed connects you with professional mobile barbers in your area so that you can have the finest grooming services that caters to your style, at a place and time that suits you.
#FIRMday Manchester 4th March 2020 - Pass Technology: 2020: Transforming the ...Emma Mirrington
Candidate Experience, has been a top HR buzzword for years – but what are we really doing
about it, and how are we really building great Candidate Application Experiences?
In this session, Holly Hare-Scott, Pass Technology and Jason Saunders, Computacenter will
take a deep dive into building memorable Candidate Application Experiences and show you
how to continually optimise them in your organisation.
Learning Objectives:
• What are Candidate Application Experiences?
• Why these first candidate interactions are so important...
• Building a world-class Candidate Application Experience from scratch
More Related Content
Similar to #FIRMday Manchester 25th Sept 2019 - Totaljobs: Candidate attraction and the rise of the ‘Northern Pound’
Is cohousing right for you? Module 4: Hopes and Fears April 26 2022Kristopher Stevens
This webinar explored the attendees hopes and fears with regards to cohousing. Highlights included:
- What makes an ideal site
- Site criteria considerations
- Hopes and fears about cohousing
- The Community Wealth non-profit development model
- Questions lingering from past sessions
- A discuss about whether cohousing is right for the participants
Presentation delivered by Steven Drost, CSO, CodeBase at the 'Developing the Digital Workforce' event, 15/05/17.
CodeBase is the UK’s largest startup incubator, home to more than 90 of the country’s best technology companies. They champion businesses tackling big challenges with technology, and work tirelessly to support the development of a more diverse and competitive European digital industry.
Who better then, to advise on what those companies will be looking for in their future employees. Steven shares his views on what schools, colleges and universities should be doing to prepare their students for workplace of the future.
On Wednesday, 19 March 2014, Planning and Infrastructure hosted a culture change workshop. It was the first in what will be a series of workshops and conversations across the State with all stakeholder groups about what culture change means to planning in NSW and what is underway to shift culture to do planning better in the State. Here is a record of the day.
Ogilvy Consulting’s “The Annual” is the power of behavioural science applied, showcasing 10 projects worked on over the last year with a particular focus on interventions for brands, charities, non-profits and local governments supporting social outcomes to drive “good”.
Presented by the Behavioural Science Practice within Ogilvy Consulting London, you will discover the insight behind the interventions and how the power of behavioural science and creativity can be used to overcome the stickiest of challenges.
At Get Groomed, we aim to bring classic barbering to your door step and provide you the best service while saving you from the hassle of lengthy wait times, and travel to and from the barbershop.
Our Mantra is ‘Your Style. Your Place. Your Time’
Get Groomed connects you with professional mobile barbers in your area so that you can have the finest grooming services that caters to your style, at a place and time that suits you.
Similar to #FIRMday Manchester 25th Sept 2019 - Totaljobs: Candidate attraction and the rise of the ‘Northern Pound’ (20)
#FIRMday Manchester 4th March 2020 - Pass Technology: 2020: Transforming the ...Emma Mirrington
Candidate Experience, has been a top HR buzzword for years – but what are we really doing
about it, and how are we really building great Candidate Application Experiences?
In this session, Holly Hare-Scott, Pass Technology and Jason Saunders, Computacenter will
take a deep dive into building memorable Candidate Application Experiences and show you
how to continually optimise them in your organisation.
Learning Objectives:
• What are Candidate Application Experiences?
• Why these first candidate interactions are so important...
• Building a world-class Candidate Application Experience from scratch
#FIRMday Manchester 4th March 2020 - Recruitive: Is Your Careers Website Fit ...Emma Mirrington
In this session Stephen Day, Sales Manager and Victoria Creamer, Principal Consultant at
Recruitive will discuss how to attract the best candidates with a great looking and engaging
careers website while retaining essential recruitment functionality.
• Is your Careers Site attractive and Engaging for Candidates?
• How do you Drive Traffic to your Careers Website?
• Is your website optimised correctly for search engines?
• Does your website connect to Google Jobs?
• Does your website promote and retain your brand?
• Does your ATS seamlessly integrate with your careers website?
#FIRMday Manchester 4th March 2020 - Jobtrain: Talent Acquisition and your te...Emma Mirrington
Join Giles Heckstall-Smith as he shares his experience and inside knowledge on:
• How TA tech fits into a resourcing strategy and realising its full potential
• How to measure the true ROI of recruitment technology
• How to procure the right solution with confidence
• Setting yourself up for success – aligning with stakeholders and creating productive partnerships
with your provider
• Product roadmaps, integrations and development – making sense of it all!
Join Neil Armstrong, Commercial Director at TribePad as he discusses key questions such as:
• Are tech firms with artificial intelligence going to nick my job?
• Which recruitment tech is actually going to help me and my company in 2020?
• How do I get the right balance of humans and technology in our recruitment?
#FIRMday Bristol 5th February 2020 - Member session: Customer Services Recrui...Emma Mirrington
Changing a process with volume recruitment can be a significant challenge for most businesses and most of us can identify with some of the key challenges of poor quality candidates, lack of candidates and high drop out rates, to name but a few. Join Kevin & Daisy as they talk through the Customer
#FIRMday Leeds 27th November 2019 - Prospects: Graduate Labour Market Trends Emma Mirrington
Chris Rea from Prospects will be presenting valuable insights into the graduate labour market, including some of the myths that surround university and graduate jobs, issues around graduate migration and social mobility, and regional trends for your area.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
• Reaching an audience using people power
• Inspire, inform and engage your future hires
• Exploring the black hole of pre and onboarding
#FIRMday London 6th November 2019 - Rachel Dalboth: Well-being and its role i...Emma Mirrington
The life of recruiter can be a demanding one. Juggling hiring managers, candidates, tools and ever evolving techniques – how often do we pause and think about ourselves? In this session with our very own Rachel Dalboth, we reflect on the importance of well-being and how it should be seen as a key ingredient in the mix of being a great recruiter.
#FIRMday London, 6th November 2019 - Dave Hazlehurst: Employer brand in 100 daysEmma Mirrington
We believe that if companies and people as individuals know the best fit for themselves, then matching them together is easy.
An effective employer brand should be the number one priority of every competitive business because the people behind your brand are your competitive advantage.
The experiences and the feelings you create are the measurements of who you are as an organisation and this goes way, way beyond the candidate experience.
This is your employer brand experience.
During this session we’ll cover:
• The process we follow to develop a strategic employer brand and EVP to help you stand out
• What we’ve learned from working with some of the biggest global brands
• How to go about uncovering your employee’s insights and human’s truths
• Turning your employer brand and EVP into activation and how to keep it alive
#FIRMdayCambridge9/9/19 - Be the CEO of your career - Katherine RayEmma Mirrington
Do you find yourself in a career cul-de-sac? Would you like to take control of your development? Are you struggling with a clear vision for your future career?
We are cobblers children; we spend more time focusing on other people’s careers than our own. Now is the time to take action and start being the CEO of your career.
During this 30-minute session Katherine will look at the key components of a future-proof career in a world which is requiring us to work longer and to constantly reinvent ourselves. She will look at some beliefs about careers and explore some tools and techniques to enable you to create a vision for your career.
#FIRMday Cambridge 9/9/19 - Internal mobility insights presentation Emma Mirrington
Emma Mirrington reveals The FIRM’s latest research into internal recruitment. We explore members current approaches to internal recruitment, whether they are pro-actively practicing internal mobility and of those who are, is it working?
#FIRMDay Cambridge 9/9/19 - Reed: Inclusion, Diversity & Belonging What UK wo...Emma Mirrington
Brand new research & jobseeker insight from reed.co.uk shares what UK workers feel around inclusion & diversity actions, as well as how REED aim to cultivate belonging across the organisation.
#FIRMday Cambridge 09/09/19 - Prospects - East of England Labour MarketEmma Mirrington
Chris Rea from Prospects presents valuable insights into the local labour market, including some of the myths that surround university and the graduate jobs market, issues around graduate migration and social mobility, and regional trends for the East of England
If you received your message what would you do with it? Do you even ponder this before you hit send or leave your voicemail? Tech has given recruiters all of these tools to spam candidates in 100 different ways, but if just sending a message worked we wouldn’t be seeing such a drop in response rates. So why is it happening? Why is candidate ghosting now a thing? In this session you’ll discover:
• How candidates have turned the tables and why it’s costing you that great hire
• What you can do to improve your response rates and attract candidates more effectively
• How to stop candidate ghosting!
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
Join Tom Beale, Recruitment Advisor at Medical Protection Society to discuss: • Internal utilisation and perception of contractors (specialist projects, BAU resource management, contingent seasonal working) • Contractor availability considering the external factors influencing contractor market (Gig Economy, Flexibility, Portfolio careers, IR35, Recruitment Agencies/ Direct Hire recruitment teams) • Permanent retention and development to stretch staff and the attitude towards contractors having the ‘rock star salary’ and ‘all the exciting jobs’
#FIRMday Manchester 25th Sept 2019 - Xref: The great debate is reference chec...Emma Mirrington
Join Xref’s GM, Robin Clarke and panel guests for what is set to be a lively debate about the value and place of reference checks in recruitment today. Are reference checks providing any real insights and value? What are the risks of not reference checking our new hires? How are big businesses around the globe doing it... or are they not?
#FIRMday Manchester 25th Sept 2019 - Jobtrain: Can technology help deliver a ...Emma Mirrington
One of the most significant changes facing recruitment is the rapid development of tech and the overwhelming choice available, but can it actually help us to be more human?
Join Giles Heckstall-Smith from Jobtrain to explore and reveal how technology can deliver the ‘3 Es’: Empowerment, Engagement and Efficiency to give us more time, ways and opportunities to connect with people.
#FIRMday Birmingham 19th June 2019 - Jobtrain: Birmingham Hippodrome with Job...Emma Mirrington
Birmingham Hippodrome is the UK’s most popular single auditorium theatre welcoming, on average, over 500,000 visitors every year. They have three core brand values throughout the organisation:
1. Everyone’s welcome
2. Nothing but the best
3. Do it with flair
In this session Giles Heckstall-Smith, Director of Strategic Development & Scott Whitehouse, Business Systems Project Manager will explore how Birmingham Hippodrome worked with Jobtrain to deliver a talent acquisition platform to better reflect these values in their hiring experience and…
1. Transform the candidate experience
2. Set the stage for hiring managers
3. Place the spotlight on insight with meaningful reporting
2. | Attracting talent to the North: Making a case for ‘hiring’ your city9th May 2019
Have you ever
relocated for work?
How much do you talk
about location when
advertising vacancies?
Do you offer a
relocation package?
3. | Attracting talent to the North: Making a case for ‘hiring’ your city
Attracting talent to the North:
Making a case for ‘hiring’ your city
Andy McIntosh
Head of Sales, Totaljobs
9th May 201925th September
4. | Attracting talent to the North: Making a case for ‘hiring’ your city
Liverpool
population
growth
Leeds
population
growth
London
population
growth
Manchester
population
growth
5
Data source: ONS
Between 2002 and 2015
Growth of
the North 181% 150% 22%149%
5. | Attracting talent to the North: Making a case for ‘hiring’ your city6
Data source: Totaljobs
Increase in jobs
advertised in
Manchester
Between 2016 and 2018
39%
Increase in jobs
advertised in
Liverpool
52%
Increase in jobs
advertised in
Leeds
33%Growth of
the North
6. | Attracting talent to the North: Making a case for ‘hiring’ your city
7.2 million people
within an hour’s
commute
7
Data source: Manchester Evening News, Invest in Manchester, Centre
for Cities
72.5%
employment rate
GVA of
£61.6 billion
Manchester by
numbers
UK’s second
largest economy
7. | Attracting talent to the North: Making a case for ‘hiring’ your city8
Skills shortages
Moderate skills shortage
Limited skills shortage
No skills shortage
Significant skills shortage
The North
%
29
7
16
48
London
%
25
13
14
48
8. | Attracting talent to the North: Making a case for ‘hiring’ your city
The Northern exchange rate
9
£1 in London £1.17 in The North
£1 is worth in the North20% more
9. | Attracting talent to the North: Making a case for ‘hiring’ your city
01
Morning coffee
10
A day
in the life London Vs. The North
Coffee
Commute cost
Commute time
Overtime
Rent
Home ownership
£2.39 (per day) £1.80 (per day)
10. | Attracting talent to the North: Making a case for ‘hiring’ your city
02
Commute cost per month
11
A day
in the life
Coffee
Commute cost
Commute time
Overtime
Rent
Home ownership
£2.39 (per day) £1.80 (per day)
£101.42 (per month) £58.77 (per month)
London Vs. The North
11. | Attracting talent to the North: Making a case for ‘hiring’ your city
03
Commute time per day
12
A day
in the life
Coffee
Commute cost
Commute time
Overtime
Rent
Home ownership
£2.39 (per day) £1.80 (per day)
£101.42 (per month) £58.77 (per month)
43 minutes (per trip) 28 minutes (per trip)
London Vs. The North
12. | Attracting talent to the North: Making a case for ‘hiring’ your city
04
Overtime per week
13
A day
in the life
Coffee
Commute cost
Commute time
Overtime
Rent
Home ownership
£2.39 (per day) £1.80 (per day)
£101.42 (per month) £58.77 (per month)
43 minutes (per trip) 28 minutes (per trip)
3.5 hours (per week) 2.9 hours (per week)
London Vs. The North
13. | Attracting talent to the North: Making a case for ‘hiring’ your city
05
Rent per month
14
A day
in the life
Coffee
Commute cost
Commute time
Overtime
Rent
Home ownership
£2.39 (per day) £1.80 (per day)
£101.42 (per month) £58.77 (per month)
43 minutes (per trip) 28 minutes (per trip)
3.5 hours (per week) 2.9 hours (per week)
£1,053 (per month) £533 (per month)
London Vs. The North
14. | Attracting talent to the North: Making a case for ‘hiring’ your city
06
Home ownership
15
A day
in the life
Coffee
Commute cost
Commute time
Overtime
Rent
Home ownership
£2.39 (per day) £1.80 (per day)
£101.42 (per month) £58.77 (per month)
43 minutes (per trip) 28 minutes (per trip)
3.5 hours (per week) 2.9 hours (per week)
£1,053 (per month) £533 (per month)
£520,000 £200,000
London Vs. The North
15. | Attracting talent to the North: Making a case for ‘hiring’ your city
Jobseeker preferences
16
London The North
1. Earning enough to be comfortable 1. Earning enough to be comfortable
2. Going on holiday 2. Getting home in time to see the family
3. High salary 3. Not cancelling plans for work commitments
4. Career progression 4. Not having to do overtime
5. Not cancelling plans for work commitments 5. Going on holiday
6. Getting home in time to see the family 6. High salary
7. Not having to do overtime 7. Career progression
16. | Attracting talent to the North: Making a case for ‘hiring’ your city
Jobseeker preferences
17
London The North
1. Earning enough to be comfortable 1. Earning enough to be comfortable
2. Going on holiday 2. Getting home in time to see the family
3. High salary 3. Not cancelling plans for work commitments
4. Career progression 4. Not having to do overtime
5. Not cancelling plans for work commitments 5. Going on holiday
6. Getting home in time to see the family 6. High salary
7. Not having to do overtime 7. Career progression
17. | Attracting talent to the North: Making a case for ‘hiring’ your city
A mobile workforce
18
of Northerners
would move
and accept a lower
salary if it meant a
better quality of life
of Londoners would
move out of the
capital and accept a
lower salary if it
meant a better
quality of life
53% 31%
London The North
18. | Attracting talent to the North: Making a case for ‘hiring’ your city
A change of scene
How can employers help?
19
of employees
desire a higher
salary
86%
of employees
want moving
costs covered
60%
of employees
want a
promotion
28%
If relocating with their current employer:
19. | Attracting talent to the North: Making a case for ‘hiring’ your city
Tailor your benefit
packages
Personalise your offering
20
• What are the unique needs of your employees?
• Consider flexible working options
of employers currently offer the option
to work from home
65%
20. | Attracting talent to the North: Making a case for ‘hiring’ your city
Foster local pride
Attract talent to your city
21
• Why did your business choose the location
it did?
• What’s different about that location?
• What does your city give you?
• What do you give back to your city?
21. | Attracting talent to the North: Making a case for ‘hiring’ your city
• Why have your employees chosen to work
with you?
• Use imagery and video content in job ads
• Host content on company website
Put your business on
the map
Engage with prospective candidates
22
22. | Attracting talent to the North: Making a case for ‘hiring’ your city
Make a case for hiring Manchester
23
• Job market
• Thriving industries
• Social and cultural scene
• City history
• Number of high performing
schools
• Number of universities
• Renowned residents
Promote Manchester
with a City CV
23. | Attracting talent to the North: Making a case for ‘hiring’ your city
Expand your talent pool • Look at the candidates willing to relocate
• Understand the needs of your potential
candidates
• Engage directly with them
| Attracting talent to the North: Making a case for ‘hiring’ your city24
Utilise talent from across the UK
24. | Attracting talent to the North: Making a case for ‘hiring’ your city9th May 2019
Key takeaways
The North is growing
– infrastructure,
population, jobs
25
25. | Attracting talent to the North: Making a case for ‘hiring’ your city9th May 2019
Key takeaways
The North is growing
– infrastructure,
population, jobs
The UK workforce is
increasingly mobile
26
26. | Attracting talent to the North: Making a case for ‘hiring’ your city9th May 2019
Key takeaways
The North is growing
– infrastructure,
population, jobs
The UK workforce is
increasingly mobile
£1 in London is worth
almost 20% more in
the North
27
27. | Attracting talent to the North: Making a case for ‘hiring’ your city9th May 2019
Key takeaways
The North is growing
– infrastructure,
population, jobs
The UK workforce is
increasingly mobile
£1 in London is worth
almost 20% more in
the North
Opportunity to tap
into a wider talent
pool
28
Editor's Notes
Holding slide
A few questions before we kick off.
Introduction
I’ll be talking about attracting talent to the North and Manchester, a look at the market and the importance of employer brand
Andy’s background, a bit about Totaljobs
Before we delve deeper into employment and the jobs market in the North, let’s take a look at what’s currently going on in the region.
EY notes that Manchester is set to be the strongest performing city with 2.4% GVA growth and 1.2% employment growth per year between 2017 and 2020. However, recent events have called into question some of the investment into the North.
Back in July, the UK’s new Prime Minister Boris Johnson backed the trans-Pennine transport link between Manchester and Leeds, stating it will “turbo-charge the economy”. He pledged a £3.6 billion Towns' Fund supporting an initial 100 towns in the north, providing better transport and broadband for them.
However, now the HS2 project has been called into question – Boris Johnson recently stated costs could be over £100 billion, far exceeding the agreed £56 billion budget. The latest review said that the second phase – the Birmingham-Manchester-Leeds route has been pushed back to between 2035-2040. The London-Birmingham route will also be delayed, by up to five years.
Outside of this uncertainty, our cities have continued to attract people to live and work in the north.
The Centre for Cities thinktank undertook a study between 2002 and 2015 that highlighted how much change city centres have seen over the years.
The Centre for Cities thinktank explains that what they call an “urban renaissance” in Leeds, Manchester, and Liverpool has been so significant that the priority now is finding room for further expansion. Before there was a greater focus on avoiding urban decay, they say.
Manchester, Leeds and Liverpool are the UK cities showing the strongest growth over the years. To compare, London was in 20th position out of UK cities in percentage terms.
City centres are often occupied by younger generations – partly students. The latest census shows population in Sheffield grew by more than 300% between 2001 and 2011
In terms of demographics, one in five city centre residents is married or in a civil partnership, and three quarters of those in city centres are renting flats.
More than half of the people living in the centre work in high-skilled professional occupations, reflecting the growing importance of sectors like financial and legal services to the UK economy.
This positive trend is echoed in terms of number of jobs on offer as well. Manchester, for example, had an 84% increase in city centre jobs between 1998 and 2015, while Leeds enjoyed an increase of 34%.
____________________________________________
Source: https://www.theguardian.com/business/2018/mar/21/north-midlands-england-jobs-growth
Source: https://www.ey.com/uk/en/issues/business-environment/financial-markets-and-economy/rebalancing---ey-uk-region-and-city-economic-forecast
Source: https://www.bbc.co.uk/news/business-49563549
While London remains a hub of job opportunities, growth has slowed.
At the end of last year, EY reported that London would no longer grow at a much faster pace than the rest of the country.
London is forecast to outperform all other UK regions with an increase in its gross value added to the economy of 2.1% from 2018 to 2021.
The gap with the rest of the country is, however, expected to be smaller. The slowdown in the UK economy over the last three years has led to a narrowing of the difference in growth rates between north and south of the country.
With the service sector slowing and manufacturing doing better, the relative performance of the north and the west midlands has been stronger than previously reported.
The gross value added to the economy from the north-west is forecast to grow by 1.5% between 2018 and 2021, up from previous years.
Manchester is performing very strongly and was the fastest growing city last year at 3.8% growth and is expected to see average growth of 2.2% per year between 2018 and 2021, thanks mainly to it leading the growth tables in a majority of private services. Manchester will be the second-fastest growing city in EY’s analysis, and will continue to outpace the North West and UK benchmarks.
Over the past years, job opportunities in the North have also been on the rise. Totaljobs data shows:
39% increase in jobs advertised in Manchester
52% increase in jobs advertised in Liverpool
33% increase in jobs advertised in Leeds
The demand for top talent is clearly there in the North.
Manchester’s employment rate is 72.5%, according to Centre for Cites data and 7.2 million people – potential candidates - live within an hour of Manchester.
Manchester is UK's fastest growing and most economically productive city, and is also one of Europe’s largest creative, digital and technology clusters – with over 7,500 creative and tech companies ranking in the top 20 for European cities in tech.
In August this year, KPMG completed a major investment in Manchester after launching a national technology innovation hub in the city, having transferred staff to Circle Square in the heart of Manchester’s innovation district.
Greater Manchester’s NHS and Councils are working together to develop and test new advanced technologies that will join up vital information across public services. Down the line, the tech is said to also free-up valuable clinical time for health visiting teams, equating to around £10m per year in productivity once rolled out across the city-region.
Plus, Manchester was yet again ranked as the best performing UK city - outside of London - for attracting foreign direct investment projects in 2018. While it’s great news that Manchester’s inward investment figures are ahead of all other cities outside London, the fact that it was home to more than half of all investments in the north west, is somewhat concerning.
Investment into Manchester’s digital and creative sector is also increasing, with trade body Manchester Digital launching a campaign to bridge the digital skills gap by inspiring young people to pursue careers in digital. Over 100 businesses have pledged support since the start of this year.
As employers, we need to ensure we are promoting our offerings successfully, in order to strengthen our position.
_______________
Source: https://www.investinmanchester.com/latest-news/2019/8/29/greater-manchester-unveils-plans-to-transform-care-in-early-years-dementia-and-frailty-through-innovative-digital-technology-a2728
https://www.ey.com/uk/en/newsroom/news-releases/19-06-04-uk-remains-top-destination-for-foreign-direct-investment-in-europe-but-challenges-mount-as-brexit-casts-a-shadow
https://www.manchestereveningnews.co.uk/business/manchester-ranked-top-foreign-investment-16374964
Many businesses across the UK are struggling to find the talent they need at the moment, including in the North
This is a legacy of the 2008 financial crisis, when the number of grad schemes on offer fell, considering poor economic conditions, leading to a shortage of junior roles.
Just over ten years on, and many professionals who would normally be a decade into their careers are still playing catch up after a shaky start.
There are concerns over skills shortages at all levels of a business, but the majority of employers believe they will be most acute among mid-management.
As a result, while senior and junior level roles have been far less impacted by the skills gap, a bottleneck has formed at the mid-level.
Worst sectors include Technology with 70% of employers recording a skills shortage, and 60% of those hiring in accountancy and finance.
A look now at our research into the value of what we call the ‘Northern pound’.
Totaljobs worked alongside Professor of Economics at Lancaster University Geraint Johnes to calculate this.
The calculation shows that a pound in the North goes nearly 20% further compared to London. Essentially, Northerners are getting more bang for their buck.
We took into account: average income, rent costs, wages, commute time and cost.
Let’s see how this difference looks day to day for those in the North versus those in London
Cost of a coffee is £2.39 in London on average; versus £1.80 in the North.
Commute shows a starker difference, with Londoners spending £101.42 per month versus £58.77 in the North
Time spent commuting is also more in the capital – on average 43 minutes, versus 28 minutes daily commute for northerners
Overtime in London averages out at 3.5 hours every week, but northerners are more likely to get home on time , with only 2.8 hours spent weekly on overtime.
Other necessary outgoings like rent also show a significant disparity - £1,053 monthly, versus £533 in the North
The cost of a home in London is more than two and a half times that in the north.
When it comes to working life, what is it that employees want? There are some differences in the motivations of Northerners and Londoners.
*click*
I’ve highlighted the key differences more clearly here.
On average, each city rated ‘not having to do overtime on evenings or the weekend’ as a seven out of ten when it came to how important it was (with ten being extremely important). A quarter of those in York, Newcastle, Manchester and Liverpool, and 22% of both Leeds and Londoners placed this factor as “extremely important” on our scale. Those living in Sheffield are the most likely to rank this factor as a ten when it comes to importance, at 30%.
Being home in time to be with their family in the evenings is most likely to be highly prioritised by those living in the North. Almost a third (32%) of Northerners would rank this factor as extremely important, at ten on our scale. Fewer Londoners give it the same weighting – at 20%
Despite the clear priority of having work-life balance, Leeds, York and Liverpool are the Northern cities that spend the most time working beyond their contracted hours, taking on between 3.1 and 3.2 extra hours on average, per week. Those in Manchester have the least overtime, at 2.4 hours.
There’s talent in the North already – and they clearly value the quality of life they have here, as only 31% of Northerners would move elsewhere.
Previous Totaljobs research highlighted the biggest motivations for moving include better lifestyle (42%), improved employment opportunities (38%) and living in a desirable area (32%).
Geordies in particular are very happy with where they live; 53% claim that not even a pay rise would convince them to move elsewhere.
Whereas the same percentage of Londoners would sacrifice a high salary for a better quality of life somewhere outside of the capital.
With Londoners keener to move, northern employers need to make sure they’re meeting the needs of this potential talent pool.
Previous Totaljobs research highlighted what workers want when it comes to relocation with their existing employer, which included workers desiring support in their move, such as moving costs covered.
Others desire a promotion or a higher salary, if they were to relocate for their existing employer.
It’s important to consider the wants of your existing employees if there’s a need for them to relocate.
With a diverse range of needs, it’s worth considering tailored benefits packages for your workforce. For example, if people have relocated, it’s likely they’ll want to head back to visit friends and family at the weekend. Whether they need to catch a train back to London or elsewhere, be open to flexible working so those who travel can make the most of their free time.
The option to work from home is currently offered by 65% of employers, and with one in five workers feeling more productive when working remotely, this trend comes as no surprise.
This flexibility is certainly valued by employees, with Totaljobs research revealing that 28% of workers would now change jobs for one that offered remote working.
Remote working is one of the most important company benefits for 19% of employees – so much so that if torn between two roles, one in five would take the one offering this option. In fact, working from home is sought after more than enhanced parental leave, travel allowances and, most surprisingly, learning and development schemes.
This indicates that employers offering flexible working options including remote working are well respected by their teams, as it shows a willingness to adapt to individual working needs.
Having a strong employer brand is essential in order to execute the previous points.
So, how do you go about not only retaining your existing talent through developing an inclusive company culture, but attract new talent too?
There’s some key factors you can think about.
First - think about why your business is based here. Share facts that only the locals know and engage with prospective candidates in a different way.
Whatever the story is, there’s a reason why both business and employees chose the location they did. That pride can be tapped into and shared. It can inform your internal communications programme too, encouraging employees to make the most of their city and experience more of what’s right on their doorstep.
You can attract new talent by hosting content on your company website that showcases all your business and location have to offer. You can even present this visually within your job adverts by including imagery or video content to further bring your brand to life.
To help you promote both your employer brand and your city, we’ve created a ‘City CV’ for Manchester to help you in promoting not only your roles, but the city itself….
11 other City CVs also available alongside Manchester: Birmingham, Bristol, Cardiff, Edinburgh, Glasgow, Newcastle, Nottingham, London, Sheffield, Liverpool and Leeds.
Physical copies of the Manchester CV are here.
You can search our CV Database by those who are willing to relocate, as well as by those who have a particular city in mind. Search by keyword or using Boolean and see relevant CVs.
What do your employees love about your city? What brings people to your city? Think about this in the context of recruitment and share this on your social channels as part of your employer brand.
Overall – the North is growing – infrastructure, population, jobs.
The UK workforce is increasingly mobile – particularly true for over half of Londoners, who would move out of the capital for a better quality of life, even if that meant a lower salary.
Good work-life balance and lower cost of living means the North has its own strong brand when it comes to attracting jobseekers and businesses alike.
This means there’s an opportunity to tap into a wider talent pool – hone your employer brand, speak directly to the needs of those willing to relocate.
Thanks for your time.