{"id":7303,"date":"2022-01-31T01:28:09","date_gmt":"2022-01-31T01:28:09","guid":{"rendered":"https:\/\/millerleith.ap.applyflow.com\/?p=7303"},"modified":"2024-03-22T15:01:55","modified_gmt":"2024-03-22T04:01:55","slug":"the-key-employment-market-trends-in-fmcg-retail","status":"publish","type":"post","link":"https:\/\/www.millerleith.com.au\/the-key-employment-market-trends-in-fmcg-retail\/","title":{"rendered":"The Key Employment Market Trends in FMCG & Retail"},"content":{"rendered":"

As we\u2019re back in full force, we thought we\u2019d take a moment to reflect on the key trends in the past year and what we can expect to see across the employment market in the year ahead<\/a>.<\/p>\n

Wrapping-Up The Key Trends of Last Year<\/h2>\n

More Job Opportunities, Lesser Candidates<\/b><\/h3>\n

Last year, the\u00a0candidate market was\u00a0tighter than we have ever\u00a0seen since 2008, with a\u00a0record number of\u00a0opportunities advertised and a significant\u00a0decline in\u00a0application rates\u00a0(SEEK Employment Report)<\/a>. The uncertainty saw many employees hold on to their current jobs and were reluctant to move throughout the year. The candidates active in the market have been able to pick and choose between opportunities.<\/p>\n

The Talent Wars\u00a0<\/b><\/h3>\n

Employers faced \u2018The War for Talent\u2019 and the challenge of attracting new talent to support business growth. We saw an increasing amount of counter offers and promotions, with many employers revisiting their EVP to help gain a competitive edge in the market.<\/p>\n

A Shift in Employee Expectations\u00a0<\/b><\/h3>\n

Employee expectations continued shifting as we face the impact of the pandemic. Candidates have greater expectations around employee benefits and flexible work models, playing a pivotal role in their decision-making. We saw a shift in candidates\u2019 top priorities when looking for a new opportunity, valuing culture, salary and flexibility, making it no longer all about the money.<\/p>\n

FMCG Structures Drive Change<\/b><\/h3>\n

Salary increases began to drive change across FMCG company structures, with junior to mid-level roles increasing up to 25%. In return, this has is put pressure on the senior management level, demonstrating greater impact right across the company. Leading into this year, these salaries won\u2019t be sustainable and predict further changes and restructures towards the end of the year.<\/p>\n

Key changes across FMCG functions:<\/strong><\/h4>\n