10 Big Ideas For 2020

Remi Marcelin • February 5, 2020

Another year just flew by, and as we gear up for the year ahead, it is a good time to reflect on what happened in the last decade and what is yet to come. So here we are, guys!

Here is my take on the 10 biggest shakeups for 2020.

The Digital Age will make bigger and bigger waves in our pond

Internet, smartphones, smart homes, smart watches – years of technological disruption have transformed the way we live, work and play. But you know what? It was just the beginning. New technologies will arise to reinvent our routine and make our lives better: facial recognition, digital wearables, augmented reality. What if your computer could analyse your productivity throughout the day and arrange your calendar so you handle your key tasks when you are at your peak, and do the smaller ones when you are in your downtimes? What if you woke up not because of a loud and annoying alarm you set up yourself, but because your bed analysed your sleep through sensors, picked the best time to start waking you up and slowly changed its shape to lead to your waking? Best news of the year for the not-so-morning people!

Newspapers will talk about recession even more. It doesn’t mean it will happen.

A recession had been forecasted for 2019-2020 by LinkedIn, the biggest professional network. It hasn’t happened yet. For sure, the Australian labour market hasn’t been at its peak this year: the ups and downs in the second half of the year, coupled with shaky business confidence, clearly impacted the recruitment part of the spectrum. When it came to hiring, the decision making was slower at times and counteroffers multiplied, as businesses didn’t want to risk losing their top talent in these uncertain times.

Uncertainty will remain a parameter to deal within 2020. The full economic impact of our devastating bushfires is yet to be determined. There is fear in the marketplace with the spread of the Corona Virus. The US presidential elections and the electoral campaigns may hinder the market, as important investment decisions stay on hold until the next president is decided. And let’s not even mention Brexit.

Mental health – do we even need to introduce the topic?

Once upon a time, employers thought that there was only one big lever to attract top talent in their kingdom: money. We all know the end of the fairy tale. From both perspectives (employer and employee), supporting your workers’ mental health will deliver better outcomes including loyalty and productivity. Employers need to put an end to any type of bullying, harassment and toxicity in the workplace and embrace an open-minded environment where people can express their fears and their not-so-great moments if they need to. But it’s way more complex than that: mental health is about pushing your employees out of their comfort zone, celebrating the mistakes rather than shaming them, bringing fun into the workplace, empowering your people. It’s a culture of sharing and trust, where you give them flexibility and unlimited vacation days (okay, not all employers can do this) because they know what you expect from them performance-wise, a culture where you accept that giving them more time off and letting them work their way is the best way to foster happiness.

Happy people, in and out of work hours, will perform better. And employers can act on both.

Our nature matters

2019 was the year of climate change. From the Amazon burning and Australia’s bushfires to Greta Thunberg’s pitch, climate change is a big challenge and businesses will be forced to reinvent the way they work and produce.

  • An almost paperless office: we know it’s still hard to go 100% digital in today’s world, but your workplace can reduce its use of paper and preserve documents in a digital form.
  • Go for refillable office solutions: pens, markers, printer ink have eco-friendly options. Buy refills and preserve their outer casings.
  • Favour video conferences over face-to-face meetings, especially when it involves long trips.

Ageism and older worker

Australian statistics speak for themselves: one in seven Australians are currently aged 65 or over. In the talent economy, many employers say that there is a lack of experienced workers in their industry. As the baby-boomer generation ages, there will be more older workers. Good news! This is a great untapped resource. With the age pension qualification moving to 67, and many soon to be ‘retirees’ having inadequate superannuation (remember compulsory superannuation didn’t commence until 1991 and it’s been a gradual rise from 3 – 9.5%) many older workers will stay in the workforce, either in full-time or part-time roles. More and more studies are showing the benefits of remaining in the workforce and staying socially connected to both physical and mental health. Between 2020 and 2030, discrimination related to ageism in recruitment and in the workplace will, we believe, drastically decrease. The way we approach age and its related challenges (overqualification and over specialisation, among others) will switch, as we understand the competitive advantages of hiring older workers: broad and long experience, loyalty, positive attitude, more likely to comply with norms and safety standards as well as listening to instructions.

What if work wasn’t our life goal?

From a recruitment agency, that’s a bit of a weird question, right? Work has been for the last century THE big thing. You go to school, then to university, and you study to become a grown-up and do your dream job. The truth? This is not the case anymore: with the acknowledgement of the importance of our mental health, and our wellbeing, younger generations don’t want to sacrifice their life at work. Heaps of young Aussies leave jobs to visit Europe, America, Africa, Asia, and once they settle down and look for a more stable job, they aren’t willing to sacrifice everything for a good salary. Perks are important. Feeling fulfilled outside of work matters. Work, the Holy Grail of yesterday, isn’t the Holy Grail anymore. And businesses will have to find new solutions and adapt their structures to keep attracting top talent.

From unicorn entrepreneurs to social entrepreneurs

Capitalism isn’t working the way we may want it to. Its equation needs to adapt to a new situation, where climate change and overpopulation are the planet’s two biggest challenges. Changes are already happening around us, but in the near future, we expect the rise of social entrepreneurs to become even more significant: these entrepreneurs, rather than founding skyrocketing million-dollar start-ups overnight, build organisations made to last, organisations designed to make an impact. And you know what? As social businesses are based on values and a strong belief, the model ‘you create a start-up, succeed and sell it immediately’ won’t apply, making these businesses more stable and sustainable.

Time is your most important resource

We couldn’t say it better: time is your most valuable asset. But social media, digital wearables, email notifications are making it overly difficult to make the best use of our time and to stay focused. How can you go through your TO-DO list and achieve high performance, when you’re constantly interrupted? The key would be to plan to disconnect.

  • Break down your work hours into 45 minute sections, with clear tasks for each of them, and stick to this schedule. Planning is caring…
  • Do your most important tasks first thing in the morning. There’s always time for the small tasks at the end of the day, whereas it can get tricky to start a two-hour project at 4.30 pm.
  • You know it yourself. Disconnect. Deactivate your email notifications, switch on your phone’s silent mode, and make things happen. For sure, you can’t disconnect all the time, but two hours every day are enough to improve your performance, and smash your objectives!

The relationship between employer, manager and employee will change. AGAIN.

… and it’s not the first time. Automation, Artificial Intelligence and Robots make it easier to manage people, and therefore, management roles aren’t just about managing people, but about focusing on the bigger picture. New technologies will free up more time for the leadership teams and will remove some of the hierarchical layers previously required. Management became leadership in the last decade. It will switch to coaching before 2030. To attract and retain talent within the business, support your employees and help them to build a career they are proud of! Don’t tell them what they should do, help them to do what they want to achieve, and show them. Employees don’t want to be micromanaged and tracked. They want to be trusted.

What’s the point of working in the city if you can do your job remotely in your favourite place?

To finish this list for 2020, we will write this question for you. Technology is enabling many of us to work from home now and with the speed of technological change, it will get even easier to work remotely. So, what’s the point of living in the city, if you can do your work remotely? Why should you live in a busy city, if you’d prefer to be at your beach shack or cottage in the mountains? Workplaces won’t disappear, but there won’t be a need to live in a specific city if you can do your job from elsewhere.
​

The years have never been as exciting as today, as our generations are questioning the values of yesterday. Why did we adopt capitalism? Is it right? Should we rethink a more social and eco-friendly capitalism? Where does work stand in our life? Is it still our number one priority? What about happiness? Mental health? Rather than questioning what we do, we are now questioning why and how we do things. We want to create a more sustainable future for everyone.

Bring on the decade of the roaring 20s!

Find the job you love I Find the right talent
Get in touch with people2people
Australia   I    United Kingdom

In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.

Recent articles

Candidate Availability Is Rising at the Fastest Rate in Over Four Years

By Liz Jones • August 13, 2025
Candidate availability in the UK labour market has increased at the fastest rate since December 2020. Our 2025 people2people UK Market Report highlights the same trend that has been flagged, with the volume of candidates rising sharply due to redundancies and subdued hiring activity. Market Supply Meets Reduced Demand Liz Jones at people2people UK notes that the shift represents a clear imbalance. "Candidate supply is surging as job openings contract," she commented, in line with findings from our 2025 market report. "More people are actively looking but there are fewer roles available. This impacts how recruiters and HR managers plan talent attraction and engagement strategies." Salary Impact and Recruitment Strategy The increase in candidate availability has also influenced pay trends. Salary growth has remained modest due to reduced hiring budgets and greater competition for fewer active roles. "With more talent available and slower demand from employers, organisations are better positioned to be selective," Liz shared from our analysis. "This is a chance to focus on quality of hire rather than speed of hire." What This Means for Employers In a market with rising candidate supply and fewer opportunities, jobseekers become more discerning. They are assessing potential employers based on culture, flexibility, development opportunities, and brand values. Liz Jones advises that businesses should: Clearly articulate what makes them stand out to candidates Review their employer value proposition against market expectations Consider investing in candidate experience platforms and employer branding Maintain recruitment agility so they can swiftly fill roles when market conditions improve Preparing for Market Recovery Our 2025 report shows that while hiring activity remains subdued, there are early signs of resilience in sectors such as engineering, logistics and healthcare. "This market may feel cautious," Liz explains, "but there are pockets of opportunity. Organisations that maintain readiness will be first to tap into recovering sectors and talent pools."

Impacts of the Lack of Flexibility in the Workplace

By Liz Jones • August 6, 2025
Flexible working is no longer a perk. It is a priority. Our people2people 2025 Market Report confirms that a lack of flexibility is pushing a significant portion of the workforce to look elsewhere. Employers who fail to adapt are already seeing the consequences. According to our research, more than one million people in the UK left their jobs in the last 12 months due to rigid working conditions. That is nearly three percent of the workforce walking out of roles that did not meet their expectations for flexibility. This shift is not limited to remote working. It also includes flexible hours, part-time arrangements and compressed working weeks. Employees are looking for control over when and how they work. A Disconnect Between Policy and Preference While flexible work continues to rank high on the list of job seeker priorities, our data shows that more than half of employers have increased expectations for in office attendance in 2025. This rise is driven primarily by leadership mandates rather than operational need. "There is a growing disconnect between leadership expectations and employee preferences," I said while reviewing our report findings. "The result is avoidable turnover and a widening talent gap in key sectors." This trend is most visible in professional services, finance and tech roles where hybrid work is both possible and preferred. Employers insisting on a return to pre 2020 working patterns are facing greater difficulty attracting and retaining skilled candidates. Flexibility Strengthens Recruitment Outcomes The business case for flexibility is clear. Our report found that job adverts which include flexible options receive up to 40 percent more applications and fill faster. These roles also report lower early-stage attrition, suggesting a better match between employer and candidate expectations. "Flexibility improves both the volume and quality of applicants," Liz Jones noted. "It gives companies an edge in a market where top talent has choices." Candidates now assess flexibility before they consider salary, commute or even job title. Those who have experienced hybrid or remote work environments are unlikely to go back to rigid models without significant trade offs. What Employers Can Do Now The solution is not a one-size-fits-all model. Instead, companies should aim to provide structure around flexibility that meets both business and employee needs. Based on our research, I recommend: Making flexibility a default part of job design and recruitment messaging Offering a mix of remote, hybrid and flexible hour options depending on role Providing training for managers to lead distributed teams effectively Tracking turnover data linked to flexible work policies to spot early warning signs The expectations of the workforce have changed. Flexibility is now a deciding factor for candidates and a retention tool for current employees. Firms that ignore these expectations will continue to lose talent. Those that embrace structured flexibility will gain a clear advantage in attraction, engagement and long-term workforce planning.

What’s Holding HR Back from Formal AI Adoption?

By Liz Jones • July 30, 2025
What’s Holding HR Back from Formal AI Adoption? AI use in HR is increasing across the UK. In 2025, 66% of professionals said they have used tools like ChatGPT to write policies, generate job descriptions or support internal communications. Despite this, only 3.6% of HR departments have formally integrated AI into their systems and processes. This informal use may seem practical, but it highlights a growing divide between experimentation and long-term strategy. Without formal adoption, organisations risk falling behind in areas like recruitment efficiency, data governance and candidate experience. A Lack of Time and Resources The most common reason HR professionals give for delaying AI adoption is a lack of time. Many teams are already stretched with administrative responsibilities and see AI integration as a project that requires more capacity than they currently have. Liz Jones, Recruitment Director at people2people UK, says the concern is valid but short-sighted. “We see time cited as the biggest barrier,” says Jones. “But formalising AI use actually saves time long-term. The our people2people 2025 UK Employment Trends Report shows that teams using integrated AI tools reduce administrative workload by up to 23 percent. That’s a significant gain for any HR function.” Skills and Confidence Gaps A second challenge is the skills gap. Many HR teams are unsure how to assess AI tools or ensure they are being used fairly and effectively. Without training, professionals are left guessing whether the tools they are using are making sound decisions. “Confidence is a real issue,” Jones adds. “According to our report, fewer than one in three HR professionals feel confident evaluating AI outputs. That means the majority are using tools without fully understanding how they work, or how to manage bias and risk.” This gap can create inconsistency across hiring, performance reviews and internal policies. It also limits HR’s ability to lead digital transformation initiatives. The Policy Disconnect Only a third of UK organisations have formal policies in place to manage AI use in HR. This lack of structure exposes companies to legal and ethical risk. As AI becomes more embedded in decision-making processes, clear policies will be essential. “Our report found that organisations with AI policies in place saw higher levels of trust from both employees and candidates,” says Jones. “Without those guardrails, even well-meaning use can go wrong. Formal guidance protects both the business and its people.” Recruitment Implications AI is already transforming recruitment, from automating CV screening to helping personalise outreach. But without structure and oversight, these tools can reinforce bias and exclude strong candidates. This is especially important as the UK faces a downturn in graduate hiring. According to People Management, graduate openings have dropped to their lowest level in seven years, with AI partially to blame. “Hiring fewer entry-level roles does not mean less work,” says Jones. “It means that teams need to be smarter with how they assess and engage candidates. Formal AI adoption helps ensure that recruitment remains inclusive, consistent and aligned with business goals.” Moving Forward Formal adoption of AI does not need to be complex. The key is to start with simple, structured steps such as: Using HR platforms that include integrated AI tools Creating internal guidelines to support ethical and consistent use Providing training in AI literacy and bias awareness Reviewing AI-supported decisions with human oversight  The tools are already being used. The question is whether HR teams will take the lead in making their use strategic, secure and fair. Those that do will be better placed to support their people, meet compliance expectations and stay competitive in a changing labour market.

Why AI Won't Steal Your Accounting Job

By Liz Jones • July 30, 2025
Why AI Won’t Steal Your Accounting Job, But It Will Change It AI is making waves across finance and accounting, with over 75% of Australian financial firms already using or integrating automation into operations. As adoption grows, so does the speculation, will AI replace human workers? The answer is more nuanced. While automation is speeding up processes and enhancing accuracy, it isn’t wiping out roles. Rather, it’s transforming them. Automation: Evolution, Not Extinction AI has reached the point where it can generate financial reports, flag anomalies, and even draft basic client communications. But, as history shows, the introduction of new technology often expands job scopes rather than eliminating them. This echoes recent findings from the UK, where graduate job openings have dropped to their lowest level in seven years. According to our people2people Market Report 2025, AI is a key contributor, but not for the reasons you might think. It's less about eliminating jobs, and more about reshaping entry-level expectations. What Recruiters Are Seeing on the Ground “Entry-level hiring is absolutely shifting,” says Liz Jones, a recruiter specialising in UK finance roles. “Firms want new grads who can do more than process data. They want relationship builders, critical thinkers and candidates with the emotional intelligence AI lacks.” This aligns with UK trends from the latest people2people market data: hiring remains steady for strategic and advisory roles, while junior roles are becoming more project-based or part-time. Personalisation at Scale Another area where AI shines is communication. Instead of sending the same generic tax update to hundreds of clients, firms can now generate personalised messages based on client behaviour and context. “Hyper-personalisation is a game-changer,” Liz adds. “It means client managers can spend more time advising and less time drafting emails. It’s a win-win—and it’s here now.” The Cloud Divide The biggest barrier to AI adoption in accounting isn’t fear, it’s outdated systems. Cloud-based platforms are the backbone of AI integration, and firms that haven’t modernised their tech stacks are falling behind. “Based on our UK research, firms still relying on on-premise systems are 2x more likely to delay hiring for AI-enhanced roles,” Liz notes. “It’s not about willingness, it’s about readiness.” Looking Ahead Rather than eliminating roles, AI is carving out new opportunities. Accountants are moving from number-crunchers to consultants, focusing more on strategic guidance, risk analysis, and business growth. And for recruiters like Liz, this shift brings clarity: “Firms aren’t hiring fewer people, they’re hiring differently. If you’re adaptable, tech-savvy, and can build strong client relationships, your value in this market is only increasing.”

The Rise of Temp and Contract Hiring: A Win-Win in the UK Market

By Maddy Laing • May 19, 2025
As businesses continue to navigate economic uncertainty, temporary and contract hiring has emerged as a flexible and strategic solution in the United Kingdom. With companies needing to adapt quickly to shifting market conditions, this hiring model is proving increasingly relevant. Temporary roles are no longer just short-term fixes; they are playing a significant role in long-term talent strategies. According to Maddy Laing, Senior Recruitment Consultant at people2people, this hiring shift is being driven by caution around long-term commitments. "When businesses aren't sure about what the next few months look like, committing to a permanent role does sometimes feel like too much. That's when a temporary contract hire comes in." "Temps can be brought in really quickly, often within a day or even a couple of hours" In today’s landscape, agility is everything. Temp staff help businesses respond rapidly to seasonal demands, cover long-term absences like maternity leave, or support project-based work. Financially, this approach often proves cost-effective—companies only pay for the hours worked, avoiding many of the additional expenses tied to permanent roles. Host Liz Jones, UK Managing Director at people2people, explores both sides of the temp hiring equation. On the business side, it’s about flexibility, fast onboarding, and lower risk. For job seekers, it’s about opportunities to gain skills, expand networks, and even transition to permanent employment. Laing points out that despite the hesitation some candidates feel about temporary roles, the experience gained can be a major career booster. "You get the chance to build new skills, work in a different environment, work for a different team or company and learn new systems as well," she says. "That kind of experience can really make a difference in the long term and make you more marketable for permanent roles." Some temporary roles also offer higher pay due to urgent needs or niche skill requirements. And in many cases, exceptional temporary employees are offered permanent positions when companies want to retain their talent. For recruitment agencies, strong performers are often placed repeatedly across valued client accounts. Flexibility is another key advantage. For those between permanent jobs or seeking work-life balance, temporary roles offer the freedom to work for a few months and then take a break. And with longer placements, many temp workers receive the same benefits as permanent staff, including the possibility of remote work. As Laing summarises, "Versatile, efficient, and often comes with a lot of big opportunities. That's probably the most impressive thing we always see with temp and contract work."  In today’s dynamic market, overlooking temporary and contract roles might mean missing out on valuable career and business opportunities. Whether you’re an employer looking to stay agile or a job seeker navigating a transitional period, this hiring model offers real value and potential.

Latest Media Features

Get in touch

Find out more by contacting one of our specialisat recruitment consultants across Australia, New Zealand, and the United Kingdom.

Contact us