The future starts now
Assess the damage, dust yourself down and prepare for the future.
Businesses across the world are all taking stock as they reopen their doors as a result of the three-month hiatus caused by the COVID-19 pandemic.
In the F&B sector, businesses have already indicated their recruitment plans are being ramped up with a view to targeting new senior hires from September.
This approach makes perfect sense.
There is a need for F&B businesses to take stock. To fully understand the direction the sectors now needs to go and to identify the senior executives that can deliver that from the top.
In recruitment circles, we call that succession planning.
There is a lot of talk about the ‘new normal’. No-one is aware of what that entails as many nations around the world re-open for business.
In the F&B sector, what is the ‘new normal’? Food tech entrepreneur Philip Seifi identified in April that no other industry is likely to be as ‘radically transformed’ as food tech and F&B.
A change in consumer habits, as a result of COVID-19, is driving this radical transformation that will typify the new normal.
This includes, according to Seifi, a move to a more plant-based diet; the shift to online delivery – both takeaway and shopping – to maintain its momentum, and a greater demand for more locally produced food. Away from the consumer-driven market, he expects changes to food regulations while greater use of technology will also be a factor.
These new trends, combined with the new legislation will also drive changes within the F&B sector and why having the right talent in place is crucial.
This is where the need for succession planning comes in. Businesses cannot afford to speculate about their future hiring needs, they need to have a strategy that identifies the calibre and skills of the people to deliver the plans that ensure the business successfully adapts in a post-COVID-19 economy.
More and more businesses, across all sectors and all sizes, are using succession planning to identify the leaders and senior managers to fill business-critical roles.
There is an overwhelming business case for embracing succession planning when seeking the right talent. Reasons include:
- Adapting to demographic changes
- Identifying quality people from a small talent pool
- Pinpointing skill gaps
- Replacing unique or highly specialised competencies
A well-defined succession plan will bring greater clarity to the business needs and the leadership talent required to achieve that.
However, finding and securing talent is also a challenge. F&B businesses can enhance their chances of efficient and cost-effective hiring with a ‘Future Focus’ recruitment partner.
Collaborating with specialist recruitment partner, brought on board as part of the wider succession plan strategy, can vastly improve results.
Their unrivaled knowledge and expertise means they can identify candidates not in ‘the job market’ and recruit individuals at a much earlier stage, ensuring the succession planning aims are met.
If you would like to know more about filling your vacancies, please contact our CEO and founder Russ Metcalf by clicking here.