Public sector employers expecting no staff losses

10 Dec 14
Public sector job prospects have improved in the last three months, with employers now forecasting no net losses of staff, according to the Manpower Group’s Employment Outlook Survey.

By Richard Johnstone | 10 December 2014

Public sector job prospects have improved in the last three months, with employers now forecasting no net losses of staff, according to the Manpower Group’s Employment Outlook Survey.

According to the poll, hiring in the NHS in response to winter pressures mean the expected reduction in job numbers across the public sector forecast in September has been revised.

The survey asks public sector employers if they expect to hire additional staff or reduce numbers in the next quarter, with the result expressed as a net percentage.

September’s poll found there was a net projection of -5%, meaning an overall reduction in the number of employees was planned.

Moves to hire more staff in the NHS this winter meant expectations were now at a net level of 0% for the next three months.

‘At this time of year, hiring intentions in the public sector will be increased by a heightened demand for seasonal NHS workers,’ Manpower’s operations director Nick Heckscher, said.

‘Staffing levels in some NHS trusts can swell by up to 30% over the winter, as hospitals take on staff to cope with the usual pressures on the healthcare system.

‘This year, NHS hiring confidence is being buoyed by recent funding announcements, with the government pledging an extra £300m of funding last month to address pressure points in the system, and £2bn in its Autumn Statement.’

However he said that elsewhere in the public sector there was a degree of uncertainty.

‘Beyond the NHS there is no noticeable increase in hiring intentions to coincide with either the financial year end or the upcoming general election, with most departments taking a “wait and see” attitude to the election results.’
Other areas of increased demand include a requirement for qualified social workers by local authorities.
‘There is also ongoing demand for professional and change management staff, as the sector seeks the skills to manage the complex changes taking place,’ Heckscher said.

‘These roles are often interim contracts, reflecting the uncertain medium-term outlook which is resulting in reluctance on behalf of both the employer and candidate to commit to a permanent contract.’

 

 

 

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