In our latest jobseeker research, we took a close look at the seismic shifts we’re seeing in several industries across the US, Canada, the UK, France and Germany in the post-pandemic labour market. And we found that the fundamental concepts around work, career and life priorities are shifting. We’re calling this the W+E – Worker and Employer – movement, as both sides work collaboratively to find a shared middle ground. Here are some interesting takeaways that are especially pertinent to the healthcare industry.

What’s happening in healthcare in the UK

Of the industries assessed, healthcare workers are most likely to be looking for a new job (60% globally), with many citing COVID-19 risks, burnout and low wages as their key motivators for making a move. UK healthcare workers are concerned about the impact an increased burden of responsibility – combined with a reduced workforce and resources – could have on those being cared for.

There is also a feeling of fewer perks and appreciation in general over the past few years. And while there are a lot of opportunities, the fear of moving unknowingly to a worse environment keeps many where they are. 

Healthcare by numbers

  • Those considering a move look for
    • better salary (59%)
    • more training (38%) 
  • What’s convincing them to stay
    • Paid holidays/extra paid holidays (42%) 
    • The possibility of remote working (37%)
  • How they’re searching for new roles
    • Online channels
    •  Referrals/word of mouth 

'I get texts and recruiters calling all the time. You hear about opportunities, and it sounds like the grass is greener, but it comes with a lot of catches. I’m taking my time and seeing what fits best for me.'

-Registered Nurse, Medical practice, 40, San Francisco USA

Meeting these jobseekers where they are is key

Given the nature of the healthcare industry right now, it’s critical for employers to meet jobseekers where they are. That means being flexible in your approach to engagement, recruitment and retention. While some jobseekers may place a higher value on more robust benefit packages, for others this could be greater flexibility in their working patterns, firm career advancement plans, or feeling aligned with the working culture. The key to winning over talent is to be flexible and recognise that the same pay package won’t work for everyone.

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