How to become a ‘go to’ employer
More than THREE MILLION people apply to work at Google each year – yet there are only 7,000 jobs available.
Despite there being only a 0.2 per cent chance of getting a job with the tech giant, there is no shortage of talent trying to get through the doors.
Google hasn’t achieved this by chance. They are a ‘go to’ employer because they have created the perfect working environment and conditions that attracts talent. They build on the fact the tech industry is ‘very cool’, which appeals perfectly to the Millennial and Gen Z generation.
Wouldn’t you like your business to be in a position where talented employees are knocking on the door to come and work for you?
Getting talent is crucial to businesses in the FMCG and food and drink sector, particularly when it comes to hiring highly-skilled employees such as engineers.
The sector is facing a severe shortage of workers across all areas, which is going to take a long time to address, especially in the wake of Brexit and the fall in EU workers.
Research carried out by the food industry education and training charity IGD highlights that engineering roles are the most difficult to fill, followed by jobs that require specialist technology skills, such as developing robotic solutions, food production and other technical jobs such as quality assurance.
There is a misconception that the food industry has mainly low-paid jobs, however research by Grant Thornton for the FDF, noted that 32.5% of roles in the sector are skilled or highly skilled, requiring a degree or postgraduate degree/PhD and experience.
Given these facts, then the sector should be awash with talent, however, it isn’t. Therefore, businesses need to work harder and need to stand out amongst the pack – not just in their own sector but others too that are seeking engineers and other talent.
So, what can you do to be a ‘go to’ employer? Not everyone can be a Google and be ‘cool’ or offer free time for creativity or provide free lunch and great perks, but there are things your business can do and could recognise.
- Money. Salaries do matter and low pay will not attract talent. Benchmark your salaries against your competitors and adjust them accordingly.
- Mission statement. The right statement has an appeal to Millennials and Gen Z. It can’t be bland. Make sure it stands out on your website and social media and via your recruitment agency.
- Cultural Values. Does your business have the right values and work-place culture that will draw in employees? People want to work for a business that also represents their core beliefs and goals.
- Career goals. Employees want to be recognised for their hard work, success and loyalty. Do you provide a career pathway? Do you recognise success? Is every employee valued?
- Sector reputation. How are you viewed in the industry? What do your employees think of the business? What do competitors think? Build your reputation up and be noticed.
- Excellent hiring process. Candidates talk and recruiting agencies take note. There is nothing more frustrating than a drawn out hiring process. Ensure it is slick, enhances the candidate experience and that you provide swift feedback at each stage. Having an unclear process runs a high risk of not only losing the candidate, but also appealing to potential future employees.
- Proactive onboarding process. Do you have procedures in place to ensure new employees adjust to life in their new workplace? Have a checklist, prepare early, make it personal, provide a mentor, introduce them to colleagues and ease them into the company. The right measures will make huge impact.
- Location. Where your business is located can have an impact on the talent available to you. You can either relocate the business, which has its own challenges, or you if you are staying put, then consider what you can do to lure talent to you to make it as attractive as possible.
This is a crucial time for the industry, with many FMCG businesses expressing concerns how they will fill roles in the future. Take decisive action now and put yourself in the spotlight.
If you would like advice on how to become a ‘go to’ business, please get in touch.
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