Employment sectors and roles

Employment Sectors

The UK job market is divided into various employment sectors which include public sector (government jobs), private sector (businesses owned and run by individuals or firms), and third sector (charities, non-profits and voluntary organisations).
Each sector operates differently and will have it’s own specific recruitment needs. For instance, recruitment for public-sector roles often requires a more formal process compared to roles in the private sector.
There are also many industry verticals within these sectors. This includes areas like healthcare, education, finance, construction, information technology, hospitality, retail and many others.
It’s important to understand the sector you’re recruiting for, as requirements for roles, progression routes, competitive salaries and desirable skills can greatly differ by sector.

Employment Roles

Roles within these sectors can be broadly classified into blue-collar jobs (manual labour), white-collar jobs (professional, managerial or administrative work), and ‘new collar’ jobs (roles in the technology sector that don’t require a traditional university degree).
Once again, each role may require a distinct recruitment strategy. For instance, ‘new collar’ jobs may require evidence of practical skills, like coding ability, rather than looking at traditional qualifications.
Key roles also vary greatly by sector. For example, key roles in healthcare might include doctors, nurses and health care assistants. In contrast, key roles in information technology might include software developers, system analysts and IT consultants.
Skill demand and supply significantly impacts role recruitment. High-demand roles with a shortage of skilled professionals often necessitate more extensive recruitment campaigns.

Role Responsibilities and Expectations

Each role will have a job description that outlines the responsibilities of the job, the skills and qualifications required, the locations and hours of work, the benefits, and to whom the employee reports.
Apart from selecting candidates with the right skills, qualifications and experience, recruiters must also consider how well candidates fit within the company culture. This is known as a cultural fit.
Some roles require security clearances, especially within the government or defence sectors. This can add additional complexities to the recruitment process.
In the modern workplace, there is a growing emphasis on transferable skills such as communication, teamwork, problem-solving, and time management. These skills can be applied across a wide range of roles and sectors.

Role Remuneration

Pay varies widely between sectors and roles, influenced by factors such as skill demand, level of responsibility, and the economic climate. Remuneration packages often include base salary, benefits, bonuses and may also include share options in certain sectors.
Compensation is not just about a paycheck. Nowadays, many candidates value work-life balance, flexible working hours, and benefits such as healthcare, pension contributions and vacation time.
Salary benchmarking, achieved through market research in specific sectors, is essential to ensure remuneration packages are competitive, fair and attractive to potential candidates. Understanding this is key in knowing what kind of recruitment strategies to implement.