Welcome to viewpoint

Careers & workplace advice from Hays

Work appraisals are an essential part of every role as performance reviews offer a chance to learn. The purpose of an appraisal is to see where you’ve excelled and to identify chances for future growth. But for many people, an appraisal is a daunting formal meeting.

An appraisal at work shouldn’t be scary. Also known as a performance review, it should allow employees and managers to discuss key aspects of the role. Importantly, everybody should feel comfortable and know what to expect.

If you’ve got a review coming up, read on to see what it could involve — and how to prepare.

What is an appraisal at work?

An appraisal meeting is a discussion and overview of your employee performance. A formal appraisal may sound scary, and many people often find them intimidating. However, no part of your appraisal should come as a surprise — not a nasty surprise, anyway. This is a critical part of a good company culture.

Appraisals should be an honest discussion between managers and employees. Your line manager should let you know beforehand what to expect. They might even request that you come prepared with performance data, questions of your own, or anything else that might help.

Many topics can come up during an employee appraisal, whilst you discuss strengths, weaknesses and opportunities. Discussion topics will usually fall under one of the following umbrellas:

What has gone well for you recently
Could anything have gone better?
Employee development and training needs for the future

Appraisals should happen regularly — often every few months. Many companies also have a more in-depth annual review, where you’ll discuss bigger-picture topics. In any appraisal process, you can expect to discuss certain subjects time and again.

What does a performance appraisal involve?

Work appraisals are a vital part of performance management and professional development. They generally cover a few core themes. You might talk about any (or all) of the following:

Job performance

First, you’ll almost certainly cover recent job performance. Your appraisal system should take into consideration performance ratings, in relation to key aspects of your job. In some sectors, this might be heavily data-driven. In others, it could be more qualitative.

Whatever your role, you’ll discuss your individual performance of your essential requirements. If you receive a poor performance review, don’t panic. Take your time and try to frame it as an opportunity for growth.

Areas of improvement

In some work appraisals, you might discuss areas to improve. It’s important to try to take this as a constructive conversation — nobody is perfect, after all. If you recognise a potential weakness, you can ask your manager to help you to develop new skills. Work with your manager and or human resources to identify training courses or mentoring opportunities.

Teamwork

If you’re part of a team, your appraisal could cover how you function within that group. Reviewing teamwork doesn’t mean gossiping about other team members. Rather, you’ll talk about working relationships and how they function and benefit the company overall.

Career development plan

A key aspect of any good appraisal is to set goals for the long term. If you’ve been in your current role for a certain period of time, you’ll usually have an idea of future plans. You might even be part of a succession planning scheme to take over a more senior role. Talk about your career path with your manager to see if you’re on track.

Pay increases

In an ideal world, an appraisal might also relate to a pay rise. However, salary can be a sensitive subject. Remember: it’s vital not to go into your review demanding more money straight away.

If you think you deserve a pay increase, do some research first. Check the market, see what companies offer for similar roles. Then check your performance against key performance indicators (KPIs). If you’re lucky, your employer might offer you a pay rise. If not, you can make an evidence-backed and well-reasoned argument for a salary increase in your review.

Read our full guide to negotiating a pay rise.

What is a 360-degree appraisal? Is it different to a traditional work appraisal?

Many companies use 360-degree appraisals as part of their review process. While there are some similarities with traditional appraisals, there are also a few key differences:

A 360 appraisal features anonymous feedback from many inputs, including team members and managers.
Sometimes, 360-degree feedback can come from outside the business, including clients and vendors.
A 360-degree review is usually less likely to focus on data or statistics.

Businesses use 360-degree reviews to seek a broader look at behaviours and performance. This approach is a good way to understand how you perform day-to-day in the eyes of those you work with. If you’re nervous about a 360 review, read our guide to receiving feedback.

How to prepare for your performance review

No matter which kind of appraisal you have coming up, there are some fundamental things to prepare.

Think about your personal development: It’s time for a bit of self-assessment. Are you developing how you’d like to? Are you on track for future goals or larger targets? Think about these goals and note down your thoughts, then bring them along to your appraisal.
Look at your KPIs: If your role involves defined KPIs, then review how your performance measures up. If you’re meeting (or exceeding) your KPIs, your appraisal is a great chance to point this out. If you’re not meeting your goals, this is a good chance to ask for advice or training.
Think about any questions or concerns: While many people expect an appraisal to be similar to a job interview, it’s actually a two-way conversation. If you have any questions or concerns, this is an excellent chance to raise them.
Remain professional: Regardless of whether the feedback is good or bad, think about how to remain calm throughout. And, while it might be tempting, remember not to mention co-workers — especially when discussing financials. Keep cool and remain professional throughout your appraisal.

As with many aspects of your career, preparation is key. Gather information, think about expected questions, and consider strategies for staying calm. Then, you’ll be ready for anything that comes up in your work appraisal.

Explore more helpful tips about managing your career.

If you’re unhappy with your performance review, our experts can help.

Suggestions for further reading

One of the hardest parts of a job application is getting started with your CV. This is your chance to shine. Your CV shows hiring managers what you’re capable of, what you’ve achieved and what you can bring to the company. But how relevant are your hobbies and interests?

Job seekers might be tempted to use CV templates to show off their experience and soft skills. But it’s important to remember that this is not a cookie cutter exercise. Like a well-written cover letter, CVs should be tailored to the needs of your prospective employer. Where appropriate, this does leave room for relevant hobbies.

What do we mean by ‘hobbies’ on a CV?

Your hobbies and interests are any kind of extracurricular activities that you carry out in your spare time. They could be a passion project, or something you do to bring in extra income. Some examples of hobbies include:

Creative pursuits – such as writing, reading, music or arts
Sports – from solo activities like marathons to team sports like football
Fundraising – volunteering or holding events for causes close to your heart
Competitive – organised competitions/leagues outside of sports such as chess clubs.

Naturally, we each have our own personal interests. When it comes to writing a CV, the best hobbies to include are those that represent transferable skills.

For example, if you’re working on a novel, this might demonstrate your copywriting or proofreading skills. If you’re into theatre, this could translate to successful public speaking. Hobby painters may be inclined towards graphic design, and so on.

The key is to remember that potential employers are looking for a reason to hire you. Make sure that everything you include on your CV caters to your employers’ needs. Specify what you can bring to the company with your relevant extracurricular experience.

Reasons to include hobbies and interests on a CV

With sometimes hundreds of candidates to sift through, you might be wondering if hiring managers are interested in your pastimes. The simple answer is yes. Your hobbies section could mark the difference between you and another candidate. Spotlight hobbies that demonstrate that you’re a team player or have great technical skills.

You may also wish to include a hobbies section on your CV if:

You’re a recent graduate or have little professional experience.

Everybody starts somewhere, and there’s no shame if you don’t have years of experience behind you. Good hobbies that can show off your personality traits or working styles may very well impress your employer. Let’s say you play a musical instrument, for example. That shows you’re dedicated to practising and open to learning.

You can find out if you’re the right fit for the company culture.

Your dream job will be as appealing to you as you’re trying to be to the employer. This goes beyond the job description – it’s about the goals and values of a business. If your hobbies involve teamwork, for example, you’ll fit right in at a company that promotes collaboration and supportive mentoring.

Reasons not to include your hobbies on a CV

Hobbies are a great way to show off your personality, but they’re only one part of who you are. Remember that recruiters are looking for the best candidates with transferable skills. You don’t want to lose out on the next steps if you’ve focused too heavily on a list of hobbies.

You might want to skip the hobbies and interests CV section if:

Your interests don’t bring any relevant skills to the table.

By all means, fire eating and archery might make for great dinner party conversations – but are they helpful for project management? Don’t feel you have to pad out your CV with unnecessary fluff if there’s no way the skills you’ve learnt apply to the business.

You don’t have a lot of hobbies and interests.

Not everybody jumps out of planes, and that’s fine. Many of us love clichéd activities like socialising, going to the cinema, and playing video games. If that’s the case and there’s little value to your employer, focus on other achievements instead – such as education or volunteering.

You need to cut your CV down.

Your employer isn’t looking for War and Peace. They’re looking for succinct examples of how you can benefit their company. You might consider bullet points to demonstrate what you do in your free time, or scrapping this section of your CV altogether.

If you’ve got a lot to say, our CV help guides can show you where to cut the fluff – or optimise other channels like your LinkedIn profile instead.

How to include hobbies in your CV

If you’ve got the space and transferable skills, by all means feel free to include a hobbies and interests section. The structure of your CV should look something like this:

Personal summary and contact details – your chance to include a concise round-up of your skills and experience, with clear phone number and email address details.
Skills – these are best as a bulleted list, highlighting both soft skills (like problem-solving) and tangible skills (like software knowledge).
Work experience – talk about previous jobs, work experience and/or volunteering, discussing how they can be applied to new roles.
Education and qualifications – you should state your highest level of education and any professional memberships or qualifications.
Hobbies and interests – note how far down these are on the CV. While they can enhance a CV, they should be kept brief and relevant.

You can then round off by telling your employer that references are available on request.

What are good examples of hobbies to include in my CV?

Always remembering that your goal is to impress your employer, you can group your hobbies by transferable skills. For example:

Problem-solving skills

These skills are best lent to intellectual hobbies, like chess and book clubs. You can also demonstrate problem-solving ability by referencing fun activities, like cooking classes or escape rooms.

Communication skills

Demonstrate these skills with hobbies like volunteering for a local charity or performing on stage. If you coach a sports team or you’re learning a second language, those activities likely require communication too.

Project management skills

These types of skills can be carried over from creative pursuits such as blogging and painting, or even hosting events and mentoring team sports.

Teamwork skills

To show that you’re a team player, you could talk about your participation in local sports teams, as well as theatre groups or arts classes.

Creative skills

Any chance to showcase your art is an investment in your creative skills. Perhaps you’re an artist, writer, musician or performer. You can talk about your personal projects or your collaborations with your local community.

Find more CV writing tips with Hays

For more expert advice on your application, explore our step-by-step series to CV writing.

Workplace stress and its contribution to poor mental health has become an increasingly more important topic for organisations. Many businesses have become aware of the dangers of burnout in their employees and the best ways to tackle this. A lesser-known problem that can cause similar issues to burnout, is boreout.

In this blog, we’ll look at the differences between burnout and boreout, and the ways you can tackle them.

What is burnout?

Burnout at work is when we feel exhausted due to chronic stress. Gone unnoticed, it can negatively impact your mental health. Burnout doesn’t discriminate. It’s prevalent in all industries and at all seniority levels.

What are symptoms of burnout?

Burnout can appear in a number of ways, including:

Fatigue
Self-doubt
Lack of or loss of motivation
Decreased work satisfaction

What are the main causes of burnout?

Burnout at work can occur in any individual, at any time. Some key contributing factors to burnout are:

High or increased workloads
Having minimal control over responsibilities and tasks
Little to no reward or recognition
A lack of community amongst fellow employees
Poor communication and unclear expectations

Boreout – how is it different to burnout?

On the flip side to burnout, boreout is when a lack of meaningful work leads to similar outcomes.

What is boreout?

Boreout occurs when employees or individuals feel under stimulated or under challenged, which for the most part can lead to fatigue, dissatisfaction or low self-esteem.

What are the main causes of boreout?

Boreout can often be looked upon as the opposite of burnout. The main causes of boreout are:

Monotonous tasks
Unchallenging work
Overqualification for a role
Lack of responsibility
Underutilisation of skills

How to combat burnout and boreout at work

Burnout and boreout may be seen as the opposite of one another, however the ways to combat them, are largely similar.

Take care of yourself

Self-care needs to be prioritised, through good rest, nutrition and exercise. As discussed in a previous Hays blog, avoid presenteeism. Working when sick does not do you any favours, but you’re not alone if you’ve done so. According to the CIPD, 46% of UK employees have worked whilst too unwell to fulfil their duties, whilst 81% of employers saw presenteeism in its remote workers.

Communicate your boundaries

Be sure to set clear boundaries and communicate them with your manager. Many of us struggle to raise concerns of burnout or boreout with our employers, through fear of a negative reaction but it’s important to realise that bottling it up wont help. And remember, you’re not alone. According to the Financial Times, 50% of Americans said they’d suffered from burnout, whilst 46% of Australian workers felt burnt out in 2022. As for boreout, almost half of Americans are bored at work, according to research by Colorado State University Global. Talk to your manager to see if they can lighten the load or add to it, depending on your situation.

Manage your time

Learn to say no if the workload is becoming unbearable, or on the reverse, speak to your manager about taking on more responsibilities if you can feel boredom creeping in. Remember, with the explosion of AI tools such as ChatGPT, many monotonous tasks can also be taken off your plate.

Consider your options

In the event that these tips don’t fix your problem, maybe it’s time for a new challenge. Feeling satisfaction at work can lead us to fulfilling our career ambitions, whilst a lack of it will only create barriers to your success. If your workplace isn’t fostering a culture where wellbeing is high on the agenda, it may be time to find an employer who will.

Burnout vs boreout – things to remember

Whilst burnout and boreout can easily lead to the same results – poor mental health and dissatisfaction at work to name a few – they are the result of two opposites. Whilst increased workload and stress can lead to burnout, the opposite, a lack of meaningful work and responsibilities can increase the likelihood of boreout.

Remember to keep in mind the symptoms for both and raise concerns with your employer should you think burnout or boreout are becoming a problem for you.

There’s no denying that whilst January can bring with it optimism, the start of a new calendar year is also difficult, especially at work. The festive fun is over and the hard work returns. “We can pick it up in January” is now a reality. That problem for future me, is now a problem for the present day. All of this contributes to Blue Monday, a term used to describe the most depressing day of the calendar year.

At Hays, we ran a poll on LinkedIn to gauge the feelings of our followers. Responses showed that many are feeling the pressure, with 44% of the 6,476 respondents saying they were “tired.”

But what can you do to beat Blue Monday at work, and make a positive start to the year?

What is Blue Monday?

According to a calculation, Blue Monday is the most depressing day of the year. Although primarily relating to people in the Northern Hemisphere as it considers the weather, the calculation also takes into account:

Debt level
Time since Christmas
Time since New Years’ resolutions were broken
Low motivational levels
The feeling for the need for action.

When is Blue Monday?

Blue Monday is the third Monday in January. Blue Monday will fall on January 20, 2025.

How to beat Blue Monday at work

Here are some quick tips to staying motivated during January.

Establish clear work-life boundaries

Working yourself into the ground is not going to help you physically, or mentally. Set work-life boundaries where you take a break at lunch and get to unwind from the pressure of work. Time away from your desk at home or in the office can increase productivity and motivation when you return. Whilst there will always be days when we have to put in an extra hour or two to get a project over the line, working late into the night and starting early in the morning could lead to burnout. Establish those boundaries to ensure this doesn’t happen.

Don’t benchmark yourself against others

Comparing yourself to others is never a good idea, especially at work. Let’s be honest, if you ask a colleague how their day is going, they’ll likely say “busy.” They may mention the back-to-back meetings they’ve just come out of. This can end up with you thinking you should be as busy as they are, creating moments of anxiousness and worry. This can potentially lead to imposter syndrome. Don’t do it. Concentrate on yourself, make a list of priorities for the day and week ahead, and focus on them.

Attend in-person events in your office

At Hays, we host in-person events in some of our offices, that help support employee wellbeing. In the UK, our team hosted a breakfast around World Mental Heath Day, giving employees the opportunity to connect with their colleagues away from their screens. As well as increasing collaboration and giving a bit of time away from the screen, this also gives you something to look forward to.

Your workplace may not offer such initiatives. You could speak to your manager to see if it’s something that can be created.

Exercise

Exercise can play a crucial role in improving our mood, as well as our physicality. As Rosalyn Palmer, a therapist and motivational coach said: “Our bodies were designed to move, and we now do not move enough. Make sure that you are moving each hour by stretching or walking around and add some exercise into your routine every day.”

This ties into earlier advice of creating strong work-life boundaries. Going for a walk in your lunchbreak has multiple benefits and will help you beat away negative thoughts on Blue Monday.

You’ll be in good company too. A radio show on the BBC spoke about celebrities such as Khloe Kardashian and Ellie Goulding using exercise to improve their mental health. Host, Dr Radha said: “Exercise is fantastic for keeping well both physically and mentally. Endorphins are released when you exercise and these chemicals help reduce feelings of stress and help you feel more relaxed.

“Exercise also helps you get better sleep which is essential to your mental wellbeing and can improve your self-esteem, confidence and feelings of resilience when life gets challenging.”

Talk to your manager and colleagues

Ultimately, your manager is there to support you. If you’re feeling overwhelmed at the start of the year, or indeed at any time of the year, speak to your manager and see if there is a way to lighten the load.

Your manager should be approachable and take your concerns on board. If they are not, they will eventually find it hard to succeed in the world of work themselves, as we know that empathy and emotional intelligence are crucial soft skills for leaders to have.

How to beat Blue Monday at work, the most depressing day

There’s no denying that many of us struggle to balance the demands January brings. However, taking the time to look after ourselves, relieve some of the pressure and talk to those around us, can really help in combatting Blue Monday in the workplace.

Happy New Year! As we kick off 2024, many of us have resolutions or promises to change or do something new in the coming months. However, sometimes it’s just as important to keep on track with your existing goals. It’s why I’m interested in seeing whether organisations stick to their sustainability targets in the year ahead.

2023 concluded with the COP28 summit last month, where attendees including world leaders and delegates from organisations and non-government bodies came together to tackle climate change. The annual event has become somewhat of a barometer for trends in sustainability and global commitment toward it.

In this blog, I’ll be exploring how the outcomes at COP28 – and the manner at which leaders arrived at them – form part of a potentially worrying trend in sustainability as we enter 2024. I’ll also suggest ways that you can take action at your workplace to keep this all-important conversation going.

Why do the COP28 outcomes matter to you?

The landmark decision among the announcements at COP28 in December was to move away from fossil fuels. Though lauded as a big step forward, some critics pointed out that its impact was undercut by the wording of the agreement, with the phrase “transition away” deemed as vague and non-committal to any timeline. Furthermore, this “transition” only applies to “energy systems”, and not manufacturing or production.

Ultimately, the reluctance of attendees to make these commitments (such as a “phaseout” of fossil fuels, which was eventually changed to the “transition away”) is a worrying sign.

Do the COP28 outcomes form part of a wider trend in sustainability in 2024?

It’s tricky to give a blanket answer on whether sustainability is no longer the focus it was two or three years ago. However, given that the outcomes of COP28 seem underwhelming, particularly when compared to previous agreements, it’s easy to feel that some organisations and states aren’t taking this seriously. A recent white paper from WEF revealed that the majority of global businesses aren’t making efforts regarding climate change adaptation.

Furthermore, economic uncertainty means that priorities have shifted for many businesses, and sustainability efforts may suffer as a result. According to Deloitte’s 2023 Gen Z and Millennial survey, “Around half of Gen Zs (53%) and millennials (48%) think their companies have already deprioritized sustainability in recent years”. This perceived weak action and lack of ambition in tackling climate change has led to an increase in legal challenges against those held responsible.

What can you do to move the dial on sustainability at your workplace?

These developments may leave you wondering whether your employer is putting sustainability front and centre as we enter 2024. If you’re concerned that your organisation’s priorities don’t align with your own, here are some ideas for you to consider implementing in your workplace:

Engage with other employees on sustainability

Become a Green Champion in the workplace and lead by example. Run events, initiatives and workshops to brainstorm ideas and educate one another.
Form an employee resource group to share information. This could be on an ad-hoc basis or in a monthly informal newsletter which you and your colleagues are responsible for.
Participate in reverse mentoring with more senior colleagues. I’ve discussed this concept in greater detail here.

Engage with management on sustainability

Collaborate with management to develop and implement sustainability policies and practices.
Provide feedback and suggestions on how to improve the organisation’s sustainability efforts, potentially on behalf of the employee resource group you have formed.
Help partner and develop relationships with relevant organisations that can help in your employer’s sustainability journey.
Research competitors and ensure management is aware of trends or anything coming down the line, such as evolving legislation.

Find an employer who takes sustainability more seriously

What if, ultimately, your employer’s objectives are simply too misaligned with your own? Our LinkedIn poll from 2023 found that an organisation’s commitment to sustainability goals was an important factor for 61% of respondents when choosing to work for them.

If that’s the case for you, and you’d prefer to join an environment where you feel everyone is pushing in the right direction, then it might be time to find an employer that meets your criteria. You may even want to find a job in a role that is more focused on sustainability. Make sure to check out these tips on finding a green job, and find out more about potential roles here.

As we enter a new year, it’s time to look ahead to the major workforce trends we believe you need to know about for 2024.

According to reports, almost two thirds of CEOs anticipate a return to the office full time in the near future. Meanwhile, Employers are placing greater importance on skills when hiring. AI continues to transform ways of working, which means that upskilling will be vital for your continued success. More than ever, it’s time to make big decisions about where – and how – you want to work, as well as what you want to do.

Here are six workforce trends to be aware of so you can ensure your career is a success in 2024 and beyond.

What are the top workforce trends in 2024?

Focus shifts to skills instead of experience

Employers understand that “unicorn” candidates (those with the “perfect education and experience” for their organisation’s requirements) are in short supply. We’re seeing this in areas such as tech and sustainability, where there aren’t enough experienced workers to meet demand. That’s why, more and more, employers are leaving behind their never-ending checklist of criteria in favour of skills-based hiring. This approach involves recruiting somebody for their skills and potential, instead of just their qualifications or educational background.

This shift in attitude offers you more opportunities to explore in your career, particularly if you want to move into a new field or industry. Don’t be put off by not having the “right” higher education or employment history, and focus on your skills and potential instead. You can read more about how and why you should do this here.

Find suitable courses to help you develop technical skills and highlight these to hiring managers. Don’t forget about soft skills, either. Hays data shows that communication and self-motivation are the two most in-demand soft skills among employers right now. My colleague, Jane Bamford, has already written about how to showcase these.

When you’re applying for a new job, highlight your relevant skills on your CV or application. You should also review your LinkedIn presence to make sure that it reflects more accurately what you can bring to an organisation. This includes listing your skills on your profile and engaging with or posting relevant content.

It may be too soon for us to “wave goodbye to CVs and résumés” as some have predicted. Regardless, a lack of qualifications or experience in your preferred career isn’t the barrier to entry it once was. This perspective is a huge win for untapped talent everywhere, while employers and employees alike will benefit from increased inclusivity and a diverse workforce.

Upskilling key to the AI revolution

It doesn’t matter whether you’re highlighting your capabilities to prospective employers or upskilling for your current role. It’s important to consider how AI tools are going to affect your career and the skills you’ll need.

2023 was the year of AI. ChatGPT didn’t just start a digital workplace trend at the end of 2022 – it turned generative AI into headline news almost every day since.

Its evolution raised several questions, some of which we’re still finding answers to. Would it make us more productive to focus on other tasks? Or would it disappear as quickly as it arrived? Clearly the answer to the last question is no – but the answer to the first depends on you.

A report from the World Economic Forum released in September suggests that AI could result in the creation of more jobs. These range from newer specialist jobs, such as prompt engineer, to roles in higher demand – for example, electrical engineers and those who work with data. If you are already in one of these fields or want to reskill, make sure you understand how AI is going to impact on your career. Take time to upskill (you can find suggestions in this Hays blog) and stay up to date on the latest advancements.

However, the truth is that all of us are going to need to get to grips with AI tools. It’s not just technical skills that will prove valuable, either. Don’t ignore soft skills that will help you manage these tools, such as communication and adaptability. Conversely, take time to develop the soft skills that AI cannot replicate – for example, creative thinking.

Full-time office vs hybrid and remote working

While the pandemic was a catalyst for a shift to remote working opportunities, a global KPMG study has found that 64% of CEOs expect employees to return to the office full time by 2026. Our Salary Guide in Australia uncovered that only a third of employers are happy for workers to come to the office when it suits them – this number was 51% a year ago. In the UK, a Hays survey revealed that 43% of respondents are back in the workplace full time, while 39% of workers operate in a hybrid model.

This is going to divide opinion. Many people are now used to greater flexibility in where they work and don’t want to return to their previous routine. In fact, Gartner reports that over half of workers would look for a new job if their flexible working was impacted.

Of course, this will vary from employer to employer, but it’s still time to think about what you want. If you’re happier or more productive in the office, this prediction may suit you. In fact, the KPMG study uncovered that 87% of CEOs are considering rewarding workplace attendance with favourable assignments or promotions.

Alternatively, would you prefer a hybrid or even fully remote role? If you’re choosing to change roles, make sure to set any job search filters to accommodate this, and enquire about the situation during the application process. Similarly, if you’re planning to stay with your current employer, speak to your manager about whether the current system works for you, or if they are planning any changes to this. If their answer doesn’t fit in with your expectations, perhaps it is time to consider moving on?

Economic uncertainty leads to greater demand for contingent workers

If you prefer hybrid or remote working, then perhaps you should consider changing the way you work altogether. A Hays poll on LinkedIn found that greater flexibility was the number one benefit of being a non-permanent, or contingent, worker.

As we shared in Hays’ recent annual report, demand for contingent workers will continue to grow into 2024. This is because many organisations can make savings in the long term by hiring contractors for certain roles or shorter projects, instead of permanent employees.

This means the climate is perfect for switching to contracting in an area where your skills are in demand. Travis O’Rourke, CCO at Hays Americas, ran a LinkedIn live event earlier this year on becoming a contractor. He points out that, as well as the increase in opportunities, the benefits of this career path include the potential for higher remuneration and freedom to choose projects.

However, the transition to this career requires several things. Firstly, you’ll need to have the skills and experience that organisations want for specific projects. At the same time, you must be motivated to upskill and develop in your own time, because you’ll have less access to learning resources from employers.

Becoming a contingent worker is a career that suits people who are pro-active to go out and find opportunities. The good news is that those will be more available in 2024.

A pivotal year for Diversity, Equity & Inclusion (DE&I)

2024 is predicted to be a pivotal year for DE&I after many organisations made cuts in this area in 2023. Why does this matter to you? As my colleague, Yvonne Smyth, has previously written, an employer’s commitment to DE&I tells you a lot about the culture. A diverse and inclusive environment means experiencing a culture of respect, innovation and growth. It’s also about making sure that your voice is heard, you have equal access to opportunities, and you’re provided the platform to make the impact you want.

So, how can you know whether an employer is committed to DE&I when you’re job hunting? The best place to start is through research. What do current or former employees have to say on Glassdoor? Do their social media channels depict an inclusive culture? Are there any reports that show their approach or even progress they’re making in this area? Be sure to do your homework and come armed to any interviews with questions to ensure you’re comfortable with their culture.

The next thing to do is take advantage of the diversity within your organisation. We’re all part of a multi-generational workforce, and it’s vital that we don’t miss the opportunity for an exchange of knowledge and ideas that can benefit everyone.

An effective way to do this is to identify a mentor. Our Learning Mindset Report found that 66% of workers and 76% of employers were happy with the success of the mentorship schemes in which they were involved. By approaching each other with an open mind and sharing your expertise with one another, everyone wins.

For younger workers, mentorship means learning from experienced colleagues or people in your network. It’s not only these people who have potential for growth, though. What about reverse mentorship? For those working later in life, or perhaps even “unretiring”, there is plenty to gain from Millennials and Gen Z. Of course, these are the generations to whom digital skills are second nature. There’s also a greater need than ever to take action when it comes to sustainability – could this be your opportunity to discover more about ESG and Net Zero?

Your 2024 jobseeker checklist

Following these workforce trends, the keys to career success in 2024 are:

Develop the right skills for the job you want and to prepare for the changes that AI is bringing.
Audit your LinkedIn presence and update your CV so they reflect your soft skills and highlight your potential to employers.
Seek opportunities for a knowledge exchange, ideally with somebody from another generation.
Find an employer that aligns with your purpose and priorities, whether that’s commitment to DE&I or flexibility in where you work.

Explore the possibility of contingent work as a way to meet employer demands and exercise more control over your career.

Technology and fresh perspectives are set to make this a very exciting year. Here’s to a prosperous 2024, filled with joy and success.

A new year often brings with it thoughts of change and resolutions, both in our private and professional lives. Perhaps you’re looking to get a promotion this year, or maybe you’re looking for a new job entirely in 2024?

The last 12 months have seen difficult economic conditions across the world, but with the situation likely to improve in 2024, the job market is also likely to provide more opportunities in the next 12 months.

The question is, what are the top industries that are hiring in 2024? Here is a list we’ve gathered using Hays data of permanent job openings.

The top industries hiring in 2024

Technology

The demand for skilled tech workers isn’t going away. The meteoric rise of AI in 2023 has only furthered the need for businesses to accelerate their digital transformation goals, which in turn has added to the already considerable skills gap for employers to navigate.

It’s no surprise then that jobs in technology are in hot demand. James Milligan, Global Head of Technology Solutions at Hays, said: “2023 saw a shift in priorities for many employers, as organisations suddenly found that implementing AI was the next challenge to overcome. Despite this, demand for people who can assist in digital transformation is still high, while jobseekers in technical roles should instead focus on upskilling in AI and understanding how it can help them in their day-to-day responsibilities.”

At Hays, we have named the top 10 tech jobs of 2024. These include software engineers, cloud engineers and data analysts, to name a few. Get the full list, including what skills you’ll need, here.

The in-demand tech jobs of 2024 – by Hays

Accountancy and Finance

With economies around the world starting to recover and business activities expected to pick up, finance professionals will continue to hold a lot of influence in 2024.

No matter what the business, all companies need a strong finance team. Of course, you’ll need to ensure the accounts are balanced, but as a finance professional, you’ll also be expected to bring insights to senior leaders and identify trends.

As mentioned in the previous section, digital transformation continues to impact all organisations and industries. Finance is no different and there is likely to be a rise in jobs at FinTech companies, with expertise in blockchain and cryptocurrency needed.

Through our UK Salary Guide, we’ve seen that salaries in accountancy and finance rose by 5.6% in 2023 compared to the overall average uplift of 3.5% across the UK. Credit controllers, payroll administrators and senior insolvency/corporate recovery managers enjoyed the top pay rises in the UK last year.

Engineering

Engineering makes our list for the second year running, and it’s no surprise. Everything around us, be it the building we live in, the office we work in or the transport we take, was developed and constructed by an engineer.

Pay rises have been seen across the industry, particularly in the UK, where coded welders, bolting technicians and electrical design engineers have enjoyed a bump up in pay.

Whilst undeniably an important part of work, remuneration isn’t the only thing. Engineers also enjoy job security, a great culture and flexible working policies.

Construction and Property

Construction continues to be an industry in demand. The number of hot jobs in this sector is vast and wide-ranging, from electricians to project leaders and site managers. With growing awareness of the climate crisis and the need to build a sustainable future, skilled tradespeople equipped to help us reach Net Zero are also going to be in high demand.

In 2023, Hays USA and Hays Canada released Salary Guides that showed that estimators, project managers, superintendents and schedulers would be highly-sought after. We expect this to be similar in 2024. To take part in the Salary Guide research, click here.

In the UK, competitive salaries remain a crucial tactic in closing the skills gap, with 81% of employers increasing their employees’ remuneration in the last 12 months, and 93% saying they are experiencing skills shortages. 2024 is a great year to progress your career in construction.

Life Sciences

We are all living longer and wanting to lead healthier lifestyles. This means there’s a demand for products, as well as services in the Life Sciences world.

In Australia, it’s predicted that the healthcare industry will grow rapidly due to an ageing population, which the Australian Institute of Health and Welfare (AIHW) projects will see the number of 65+ year-olds increase from 15% to 23% of the population by 2057.

There are roles in both the public and private sectors, with positions such as research scientists and clinical research associates available.

Looking for a job in 2024: Things to remember

Whilst you’re looking for a job in 2024, remember, there are many things to consider before making the move. Does a new opportunity represent growth in your career? What sort of culture do you want to be a part of?

Whilst these five industries are the most in-demand, there are of course jobs available across the world in many other industries. Find your local Hays website here, where you can access open vacancies near you.