Out-of-the-box talent strategies in a challenging market

The manufacturing sector in the UK is grappling with significant challenges. A primary concern is the acute skill shortage, exacerbated by rapid technological advancements, Brexit and an ageing workforce. Companies are struggling to find the specialised talent needed to maintain and grow their operations. This competitive landscape necessitates innovative approaches to talent acquisition and retention to ensure businesses can thrive despite the difficulties.

So, what are some of these innovative talent strategies that actually work?

1. Create cluster groups

I spoke to a client last year who was so frustrated with the lack of skills available to them that he and a number of other local SME manufacturers created a 'manufacturing cluster' as a proactive solution to skill shortages. This consortium of companies collaborates to share insights, ideas, and a mini talent pool, ensuring that all members have access to essential skills. By offering similar wages and being local, this cluster leverages the collective power of diverse organisational cultures and personalities. With candidates' consent, companies can utilise a shared CV pool, making it a brilliant strategy to mitigate the talent deficit. This collaborative effort also fosters a sense of community and mutual support among local businesses, enhancing overall industry resilience.

2. Genuinely care about retention and do something about it

Retaining existing employees is often more cost-effective and less challenging than recruiting new ones. In a market where agencies and internal talent acquisition teams are vying for the same limited talent pool, robust retention strategies and effective communication are crucial. Prioritising employee satisfaction and engagement can significantly reduce turnover, ensuring that valuable skills remain within the company. Regular feedback, recognition, and career development opportunities are key components of a successful retention strategy.

3. Offer perks beyond the ordinary

Innovative perks can be a game-changer in employee retention. One company we work with offers a unique scheme where employees receive ￡1,000 annually for any training of their choice. This fund must be spent as it is linked to annual salary and appraisal reviews. Whether it's learning a new language or a hobby like crochet, the freedom to choose fosters commitment and loyalty. Such personal investment in employees' interests can deter them from leaving, thereby retaining talent longer.

4. Shout about your culture, and change it if necessary

Corporate culture is increasingly a deciding factor for both employees and candidates. A positive, modern culture can set a company apart in a competitive market. If the current culture isn't appealing, it may be time for a revamp. Highlighting a strong, inclusive, and engaging workplace culture can attract top talent and enhance overall employee satisfaction. Implementing regular social activities, promoting work-life balance, and fostering an open, communicative, and flexible environment are essential. By showcasing a vibrant and supportive culture, companies can position themselves as employers of choice in their industry.

5. Get referrals from your employees

Employee referral programmes can be highly effective in sourcing talent. Employees are likely to refer candidates who they believe would be a good fit, both culturally and professionally. This method not only brings in pre-vetted candidates but also boosts employee morale as they feel valued for their contributions to the hiring process. Referral bonuses and recognition for successful hires further incentivise participation. It’s reliable and cost-effective.

6. Entice candidates to sign-on

Offering attractive sign-on bonuses and comprehensive benefits packages can be a significant draw for potential candidates. In a tight labour market, these incentives can make a substantial difference in attracting top talent. Additional perks such as flexible working hours, wellness programs, and performance-based incentives can further enhance the appeal.

7. Up your retention perks to make leaving the tough choice

Retention perks such as sabbaticals for service given can entice retention. These breaks can prevent burnout and increase job satisfaction, leading to people staying with you longer. Sabbaticals can be a compelling incentive for employees to stay, knowing they have the option to take meaningful time off. Offering additional perks like extended parental leave or paid volunteer days can also boost retention.

8. Be willing to hire boomerang candidates

Rehiring former employees, or 'boomerang' candidates, can be beneficial, especially at a time when redundancies are on the increase. These individuals are already familiar with the company culture and operations, reducing onboarding time and costs. Welcoming them back with no shame or blame can restore valuable skills and experience to the organisation, often with a renewed sense of loyalty. Boomerang hires often return with new skills and perspectives gained from their time away, adding further value. This practice demonstrates a flexible and open-minded approach to talent management, enhancing the company's reputation as an employer.

9. Get proactive on your pipeline talent strategy

Developing a robust pipeline strategy involves engaging with local schools and universities to inspire future talent. By promoting the exciting aspects of the manufacturing industry and demonstrating clear career pathways, companies can attract young talent. Using modern platforms like TikTok to reach younger audiences and working with educational institutions to align curriculum with industry needs can create a steady stream of skilled candidates. Establishing internship programmes and offering apprenticeships can also build early connections. By investing in the next generation, companies ensure a continuous influx of enthusiastic and well-prepared employees.

10. Upskill your existing staff

Investing in the upskilling of current employees is a cost-effective side line to support external recruitment. Providing ongoing training and development opportunities ensures that staff can adapt to new technologies and methodologies. This approach not only fills skill gaps but also enhances employee satisfaction and loyalty. Regularly assessing training needs and offering customised learning paths can maximise the impact of upskilling initiatives. By demonstrating a commitment to employees' professional growth, companies can foster a more agile and competent workforce. But more importantly, actively reward those who take on upskilling challenges.

Partner with the best search specialist

Partnering with a search specialist who understands the intricacies of the engineering and manufacturing sectors can make a significant difference. We have the expertise and on-the-ground knowledge to identify and attract the top talent required to drive business success. A tailored recruitment approach ensures that the right candidates are matched with the right roles, optimising organisational performance despite the skills shortages around us.

We go beyond the average to provide valuable market insights and innovations that enable your organisation to thrive despite the tight market. ?

In a challenging market, innovative talent strategies are essential for success. For more creative ideas and tailored recruitment solutions, contact Sharon Seville at First Executive Recruitment on 0161 359 3111. Let us help you find and retain the top talent your business needs to thrive.

We are a small, award-winning boutique recruitment agency with 30 years’ experience specialising in SME manufacturing recruitment at all levels, from Administrative support through to Managing Director and everything in-between. Our reputation is very strong among our client base because we consistently deliver excellent results quickly.

Email Sharon Seville today for a confidential review of your recruitment needs.

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