This, combined with a robust risk management system, will lie at the heart of an organisation's ability to progress and employers are going to be keen to hang onto those employees who can help them achieve this.
Restructures and change are an inevitable part of entering into a new chapter within the sectors, but how such changes are communicated has a direct impact on staff morale. Losing existing talent due to over demanding workloads and lack of communication can also have damaging effects on any already compromised workforce.
How these issues are managed and ultimately communicated by senior management are critical. I and our Consultants often receive feedback from candidates who are seeking new roles, frequently due to a fundamental lack of communication from their current employers surrounding these issues.
A robust retention strategy is essential, so some top tips for developing this strategy include:
1. A clear induction programme to enable newly acquired or restructured members of staff to easily settle into their new role and working environment.
2. In order to effectively acclimatise new members of staff, why not adopt a "buddying" initiative, whereby new hires are allocated a peer to provide support either on a short-term or on-going basis.
3. A clear succession planning model. A rigid approach towards career progression and planning can be off-putting, but a clear, achievable and flexible route to personal career success is essential to motivate existing talent and enhance performance.
The recruitment and the attraction of new talent are critical to creating a workforce that is able to confront the challenges facing the sector and to capitalise on new opportunities.
Skills shortage on the Engineering front is fast becoming significant issue and it is vital that providers address this by raising their profile both locally and nationally.
They need to be seen as an employer of choice and one of the ways this can be done is by ensuring that the recruitment firms you use, totally understand your company culture, behaviourals and perhaps a way forward would be for your recruitment partners to follow a set process which has been successful within your organisation.
Luckily, given the current climate, this can be achieved without having a direct impact upon budgets. Developing, adhering to and promoting, both internally and externally, a clear recruitment strategy will bring rewards.
Our top tips for this are as follows:
1. Talented employees want to work for a dynamic, exciting, forward-thinking employer. Does your company information adequately represent such an ethos? Make sure all your marketing material emphasises this, and think about how you communicate with potential candidates.
2. Making links with external agencies and networking events, which incorporate the respective sectors, is an excellent way of creating a culture of proactivity, as well as allowing you to promote yourself to potential employees.
3. Host open days to actually meet prospective employees, showing a "face" while also conveying the heart of your organisation.
The actual recruitment process for some organisation is one which walks a thin line. A poor judgement call can have far-reaching repercussions for any employer, especially within a working environment that is focused around delivery and people. However, making the screening process too lengthy and too rigid can be a big turn-off for most prospective employees.
Once again, a clear and flexible recruitment model which is efficient, and avoids over-duplication of processes, will certainly be much more attractive to prospective talent. Once your organisation has spotted talent, don't let it get away!
With this in mind, why not work with M8 Recruitment and allow us to spot talent for you with a collaborative and open approach.
Our teams consist of individuals that truly understand the marketplace, want to add value and believe in bringing together quality workers with well-respected clients to deliver fast, efficient and quality results. Please contact us on +44 (0) 208 681 0025 to discuss your requirements and options further.