Our Employee Benefits consultant Ashlea Walton, Client Director, shares her thoughts below on hiring trends, what employers need to implement in 2025 to attract top talent and how employees can enhance their career prospects.
If you’re looking for support with your hiring strategy, searching for top talent across the employee benefits sector or considering a new career opportunity get in touch with Ashlea Walton.
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What’s affecting hiring and employment across the employee benefits market?
M&A activity has ramped up in recent years across the employee benefits market which has resulted in less choice for employees in a consolidated market. Naturally, we’ve seen smaller brokers swallowed up by large corporates and for some, the thought or working for a large business isn’t appealing. As a result of this, the candidate pool for each vacancy becomes smaller.
Candidate salary expectations versus client budgets do not always align. Due to the cost of living crisis, some candidates are more incentivised by large salary increases compared to other drivers. This occasionally prices them out of great opportunities when being compared internally, again reducing the candidate pool if there are no compromises.
The shortage of candidates continues to be a challenge across the market and has been for a number of years. Lack of new talent entering the market is partly to blame, creating a significant gap at mid-level. This talent shortage is contributing to increased salaries and hiring costs, as firms compete to secure talent to bridge the gap.
What are the in-demand roles for your market?
As employees, the way in which we access benefits is evolving as we continue to move towards a digital world – the use of technology enables inclusivity; easier access and understanding which in turn leads to a happier and healthier workforce. As such, there’s been a huge increase this year in the number of flexible benefits/benefits technology roles available, to not only support existing clients, but develop new logo business.
Group risk, healthcare and wellbeing consultants will continue to be a sought after skillset throughout 2025 as employers strive to support a diversifying workforce in every aspect of their lives including their physical, mental, and financial health. A recent survey highlighted health insurance as one of the most sought after employee benefits and with NHS waiting lists not looking to improve imminently, I can only see this need increasing.
As always, new business focused individuals will be of high interest to any firms looking to increase their revenue and capitalise on increased market demand across all areas of employee benefits.
What are the in-demand skills employers are looking for?
Commercially minded, technically astute, client centric and proactive with an entrepreneurial flair is a winning combination for most hiring managers. Individuals who are focused on a consultative approach with clients opposed to a transactional, product sell is key. Being able to think strategically to support business growth is a key skillset.
What do employers need to implement throughout 2025 to be successful in recruiting the best individuals in the market?
Focus on your promoting a strong employer brand and don’t fall into the trap of “we have a good reputation and people should want to work here” as that is occasionally not the case. Taking on board market feedback about your culture is key to being able to ensure it is one which will attract high calibre individuals. Being able to demonstrate an inclusive, happy, stable, rewarding and progressive environment will strengthen your chances of securing the individuals you want when they have multiple offers on the table.
Ensure a recruitment process is always a two way conversation and you’re as transparent as possible with candidates during the process about the wider business, plans and growth opportunities. Of course, they need to fit your requirements for the role, but you also need to fit theirs!
A trusted partnership with a specialist agency is incredibly important. Work with a recruiter who understands your business and will act as an extension of your brand. Someone who can take candidates on the journey to engage them in your business, share your story, successfully fill live vacancies and pipeline passive candidates in-line with your growth strategy, will ensure you’re always one step ahead. With in-demand skills in short supply, its crucial that time to fill is as short as possible.
Practice what you preach - if you’re telling clients what employee benefits they need to implement, you need to be doing it for your own employees! It sounds minor but there are definitely still employee benefits firms out there offering poor benefits as part of their remuneration package and it doesn’t send the right message to prospective employees.
What do employees need to focus on throughout 2025 to enhance their career prospects?
Focus on strengthening your personal brand; a quality CV, industry networking, thought leadership and consistent online presence are some of the ways you can improve this.
Put time and effort into your CV. Make it simple, easy to read with a professional presentation and, include financial targets and achievements to demonstrate your ability. Be concise whilst ensuring its in-depth enough to contain all of the relevant information about your experience. Keeping a CV to two pages is an outdated approach in my opinion and it is key you are utilising this as your first chance to sell yourself.
Find a recruiter you trust and stick with them! You need to partner with someone you feel has a genuine interest in your career, knows the market, can demonstrate strong relationships with key businesses, is responsive and is knowledgeable to ensure you receive insightful prep ahead of any interviews.
Think about what value you can add to a business above and beyond your role – this really makes you stand out as someone who will go the extra mile. If you’re asking for a top heavy salary which may be above banding, this is key. If you’re asking for more than current employees or other candidates in the process, you need to be able to demonstrate why you’re worth it.
Finally, ensure you can demonstrate a sound understanding of the market; trends, new legislation, opportunities and challenges. This gives your prospective employer confidence that they are hiring someone who is interested, proactive and will continue to develop within their organisation.
If you’re looking for support with your hiring strategy, searching for top talent across the employee benefits sector or considering a new career opportunity get in touch with Ashlea Walton.
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