A staggering 67 percent of organisations intend to increase the number of permanent employees this year.

Newly created roles will account for 35 percent of vacancies.

In its latest recruitment trends survey, XpertHR reveals two-thirds of organisations intend to increase the number of permanent employees in 2022. 

This expansion comes despite fears of a forthcoming recession predicted by the British Chambers of Commerce, with inflation forecast to reach a peak of 14 percent later this year.


The reduction of the workforce

The Great Resignation is not the only driver of intensified recruitment efforts for the UK organisations sampled. Those roles left vacant by former incumbents account for only 55 percent of advertised positions, while newly created roles will account for an average of 35 percent of total vacancies. 

XpertHR’s research revealed that just 10 percent of organisations plan to reduce the size of their workforce in 2022. 

This varies, on average, from 14 percent for organisations which employ between 1-249 employees, 5 percent for those employing between 250-999 employees, and just 3 percent for those employing over 1000 employees.


Recruitment remains fierce 

Recruitment will remain fiercely competitive for the remainder of the year, as the number of permanent employees that organisations predict they will need to recruit equates to 10 percent of the overall workforce. 

This comes as the number of applications companies receive per role has fallen since 2021, by 20 percent for Directors and 60 percent for Managers. For remaining employees, the decline is even more drastic, falling by 80 percent from 25 to 5 percent.  

In response, businesses have had to enhance efforts to make roles more attractive for both incumbents and prospective employees. A staggering 62 percent of organisations surveyed have taken additional measures to retain staff over the past 12 months, with a further 17 percent expecting to do more over the coming year.

The most effective method of retaining staff, as chosen by organisations and implemented by 65 percent of those surveyed, is increasing employees’ salaries outside of annual salary review. The second most effective method, and implemented by 66 percent of organisations, is establishing hybrid working options.


Noelle Murphy, Senior HR Practice Editor at XpertHR, comments: 

“Against the prospect of tough economic times for businesses and employees, these results show that the search for high quality staff is as competitive as ever even with the threat of recession. Nonetheless, given that seven in 10 employers receive too few applicants it is clear that organisations have an uphill battle on their hands to compete for top talent.

“There are a number of strategies that organisations can implement in an effort to retain current key staff and make their organisation a more attractive place to work. Increasing employee salaries stands as the most direct and effective method, and will go some way to appease anxieties amidst the cost of living crisis.

“However, experience tells us that increasing salaries in isolation is only a short-term fix and employees are more invested than ever in their employee experience. Employers are responding to that and acting on findings from employee engagement surveys, for example preferred hybrid working policy. 

“Of course, employers must continue to ensure, as much as possible, that their overall benefits package and employee experience is fit for purpose to not only retain current staff but to appeal to prospective employees.”





Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.