No Double Dip Recession and the War on Executive Talent.

‘Outstanding, informative and challenging,’ were the words used to describe the Jobshop UK and Engage Executive Jobs annual seminar, which saw CEO of the Recruitment and Employment Confederation, Kevin Green, take to the stage to talk about trends in the jobs market.

Kevin discussed with the audience of local business professionals that we now have proof there was never a double dip, let alone triple dip, recession.  However, with figures showing that the GDP dropped by 7.2% from peak to trough during these years, the recession now shows to have been much deeper than previously estimated.  However,  GDP rose by 0.3% in the first quarter of 2013 and the predictors are that this will rise to 1.7% across the second half of the year.  This growth has seen permanent vacancies grow at their sharpest rate for 6 years.

Skills shortages continue to be in the fields of engineering, professional, Media/PR, IT, sales and Rail, with a ‘war on talent’ at executive level.  Along with core professional skills, companies are now in need of candidates with an ability to be operational, as well as being able to see the bigger picture.  Inspirational motivators with an ability to embrace change are the employees of the future.

Feedback from the seminar was excellent, with attendees taking the time to comment personally and via Twitter:

Andrew Parker, Sandbourne Marketing –  Great event – and nice to see some lovely old friends!

Sue Kerr Brilliant event Frances Miles – thank you

Paul Kinvig Seriously Frances Miles – the power of that to challenge thinking and strategy was profound! X

Frances Miles Completely agree Paul Kinvig, ’twas a lively, thought provoking talk by Kevin Green which I think could have easily turned into a full morning’s debate had we had more time……. Thank you as always for your contribution and insight.

Paul Kinvig:  Big shout out today to Frances Miles &the team at JobshopUK & Engage for a brilliant seminar this morning. Kevin Green from REC was simply outstanding!

Sue Brade-Waring, Asprin Business Solutions:  Always a great atmosphere at Jobshop Events. I finally understood the need for a proper People Plan, especially as there’s already a talent shortage in some sectors; after all you’d never catch me without a Cashflow Forecast. Once a Finance Director …



Having women in senior positions has a positive effect on stock markets but it’s often women who are holding themselves back, not the men.

According to Michel Ferrary, professor of Human Resource Management at SKEMA Business School, France, and creator of the Femina Index, there is evidence that having women in senior management and board level positions, improves stock market performance. His research has shown that companies whose management teams are at least 35 per cent female, performed better during the financial crisis than more masculinised teams.

Additionally, Cary Cooper, Distinguished Professor of Organizational Psychology & Health at Lancaster University Management School, claims that it is both men and women’s attitudes to women in executive positions that stop many woman from taking that final leap into the boardroom and causes many at senior level to drop out. “It may be because men feel threatened so they play organisational politics to scare women off.” he says.

Even without this,  Professor Cooper says some women may see the male-dominated politicking that characterises the higher levels of many organisations as unattractive and just opt out.

Alternatively women may be content to stay where they are. “Many great middle-tier female managers who could easily rise to the very top simply don’t.” says Cooper.

Another issue is the fact that women are less likely than men to draw attention to their successes. “Women do not promote themselves and their successes as much as men. They feel that their performance is noted without that – which may not be the case.”

Although tempting to assume that women fail to promote themselves because of a lack of self-confidence, while self-confident men wave their success in the faces of superiors, Professor Cooper says it is the other way around.

“Deep down men are less self-confident that they tend to talk themselves up,” says Cooper. Women meanwhile, are more likely to be content simply knowing that they have done a good job without needing to shout about it. As a result their successes are less likely to be known about at the top. “Women need to talk up their successes.” he says.

To read the full article in Everywoman Club Magazine, click here.