Staffing Challenges Through COVID-19

December 23, 2020

As part of Chandler Macleod Group, Peoplebank has joined in a global partnership with our international sister company Staffmark Group and our owners RGF Staffing to create and release a research paper which deep dives into our clients staffing challenges through COVID-19, including what has required change and what remains the same.

Firstly, we take a brief look at the economic situation due to the COVID-19 impact. The report then discusses quality insights around the main challenges that businesses faced (or are still facing) and what concerns could be addressed by staffing companies like ourselves. Throughout the pandemic we have been able to adapt our services to support the needs of the businesses we work with, as you will see mentioned in this paper.

“Part of the fluctuation in staffing and recruitment is because the pandemic has affected job roles differently. In the short term, employers expect to see transportation and information technology roles have the highest net increase, while sales, management, and accounting roles are expected to see the highest net decline.”

The main topics you will learn about include:

The need to create an agile hiring process
What employers’ value most about staffing services
Contactless recruitment
The focus on quality and speed of hiring being very important to businesses

Whilst the strength of many industries has been tested during this pandemic, the way in which we hire has transformed and grown, leading to a prosperous future for the staffing market and the organisations we work with.

The adaptions that have been implemented, through technology and reinvigoration of services, have been a silver lining for the staffing market during stressful times of COVID-19. Our staffing businesses hope to keep up with the transitions that have been made and continue to innovate and find flexible solutions that will be effective during both excellent and challenging economic conditions.

To read the full report and understand our findings, you can download it here.

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How to Retain Top Tech Talent in a Competitive Market

By Mimi Petrakis • May 5, 2026

In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !