What CIH Cymru's 2025 Survey Means for Social Housing Recruitment
Public Sector & Not-for-Profit News ...
With CIH Cymru opening their 2025 sector survey, I wanted to share a few takeaways from conversations I’ve had with many professionals working in the sector over the last 12 months which really echo the survey results from last year, and how Housing Associations have recognised and addressed the challenges wherever possible.
Given the CIH Cymru 2024 sector snapshot findings, the implications for recruitment in the Welsh housing sector could include:
Increased Focus on Mental Health and Wellbeing
68% of local authority workers and 39% of housing association workers reported negative impacts on their mental health. Over the last 12 months in the Welsh social housing sector, I have noticed an increased focus on employee wellbeing and support with mental health, creating a healthier work environment to prevent burnout and increase staff retention. When speaking with candidates committed to the sector looking for new opportunities, an organisation’s offering around work life balance and wellbeing initiatives far outweighs a higher salary.
Need for Skills in Meeting Increased Expectations
The WHQS has now been refreshed to reflect modern expectations of housing, further upgrading assets and embracing the decarbonisation of Wales housing stock, which is necessary in order to meet climate ambitions. Due to the rising expectations, I have worked closely with Asset Teams throughout the end of 2024 in particular to secure the very best talent to meet demands. This remains a challenging area to recruit into, and often needs that additional exposure and targeted recruitment approach.
Attracting Individuals Motivated by Purpose
Given that a significant portion of professionals are motivated by a desire to help people and end homelessness, I’ve noticed an increase in recruitment strategies highlighting the social impact of roles in the sector. Many Housing Associations I work with include values-based recruitment interview questions, ensuring they’re not only securing the technical skills, but people who are aligned with their culture, purpose and mission.
Resource Management and Increased Workloads
The lack of funding combined with increasing workloads created a need to hire additional staff, streamline operations and find ways to improve efficiency. I’ve noticed a shift in organisations investing in workforce development to address these pressures, by providing training and upskilling opportunities, especially in decarbonisation and housing management. This in turn increases staff retention as employees recognise their organisation’s commitment to professional development.
If you work in the Social Housing Sector in Wales, please don’t forget to take the 2025 survey and get your voice heard:
If you are looking for new opportunities in the sector and want to find out more about the Housing Associations I partner with, or if you are looking to hire with market insight, don’t hesitate to contact me: hannah.welfoot@yolkrecruitment.com or call 07458143279.