Key to hiring talent webinar

The future of recruitment from both a talent and business perspective certainly follow some noticeable trends; made even more apparent in our Talent Trends report which you can download now.

Topics like well-being, GenAI guidance, salary and hybrid working are mentioned across multiple sectors and demographics while the underlying need to find trust and transparency in companies worldwide is undeniable.

Which is why Michael Page, The HR World and a select group of industry experts partnered to discuss and breakdown these trends in the webinar: The key to hiring talent: Why clarity is your competitive advantage – which can be viewed here.

Simon Kent, Head of Content at The HR World, and webinar panelist recaps the discussion; “Make no mistake, working in HR, talent acquisition and people management at the moment is a challenge like no other. There have been few times when there has been so many influences and events to impact on the profession, nor a time when employees and employers have faced so many.

In this context Michael Page’s Talent Trends report 2025 makes crucial reading for all concerned with the workforce and the workplace. With talent attraction and retention still at the top of the list of ways the HR function can deliver value to organisations, findings from this extensive survey are gold dust for those who want to be certain they’re providing what their companies need”.

The discussion split into four broad areas looking at the Employee Value Proposition, work-life balance, the flexible workforce and how organisations can gain more trust from their employees and potential candidates. The main theme from Talent Trends is that clarity is key to successful talent attraction and retention.

In short, if companies are clear about what they are offering, and it matches the applicants’ requirements, then they’ll be successful in hiring and keeping the talent they need.

Doing this right now, however is not so straight forward…

Doug Rode, Managing Director, UK & Ireland, Michael Page described there being a ‘wait and see’ workforce – one that will wait until all their needs are met before changing roles.

Similarly, the webinar panel agreed there was a greater sense of ‘purpose’ required from work now and that employees need to know what they’re doing ‘makes a difference’, rather than being ‘work’ for its own sake.

Simon Kent also comments, “Clarity is also difficult to deliver when organisations are subject to so many strong external forces. One particularly important part of the discussion centred on how organisations can find it difficult to fulfil or stick to their promises on flexibility in the workplace.

Changes in the wider business can mean adjustments to employee location. While the new employment rights law will mean requests for flexible work must be considered from day one. It’s easy to see how these arrangements become more complicated and sophisticated across employers, types of jobs and industry sectors”.

Despite its complexity, flexibility is important to get right: As the Talent Trends report found 47% of UK professionals would look for a new job if their current working arrangement changed.

Simon Kent summarises: ‘Ultimately good communication is vital for the attraction and retention of good talent. If organisations commit to ensuring their candidates and employees understand what they can expect and receive from their employment they will hold on to the quality talent they attract. This will also help in terms of their own reputation and image among future applicants and even their wider customer base. A reputation for delivering good, clear, competitive rewards for meaningful work will always enable employers to succeed whatever the barriers and challenges might be in the employment market and wider world”.

Interested in hearing more about recruitment trends from our panelists? View the webinar here.

Want to see the insights from the Talent Trends report yourself? Then download the report here.

Or if you’re looking to hire your next talented professional, contact Michael Page today.