Recruit and retain for future growth

12 June 2023

If you’re searching for staff, how’s it going? 

You’re probably finding it tough since hirers keep telling me that it is one of the biggest challenges they face, second only perhaps to the perennial issue of hire rates. 

An earlier blog post considered various socioeconomic changes in the wake of Covid-19 and one area affected is the world of employment as people evaluate their work-life balance, or whether they want to remain in a job at all. 

Neil Holloway, MD of the Wilson Brook executive search consultancy, tells me that the jobs market is the most challenging it’s been for companies seeking staff in his 20-plus years industry experience. 

“More people now expect an element of hybrid working between home and office or some degree of flexibility,” he says. “Employers who don’t offer this risk losing out on new recruits and current employees might consider moving to another company that does.”

Obviously, there are ‘traditional’ sectors like manufacturing, emergency services and, indeed, hire where people have to be at the production line, response centre or hire desk where such flexible working is difficult or well-nigh impossible. 

However, an alternative perhaps is to provide other initiatives like occasional days off, volunteering opportunities, learning and career development incentives or out-of-office attractions or experiences. Many businesses have already introduced such measures. 

Another implication of these new expectations is that some young people might shun certain professions or industries like manufacturing and agriculture – and hire? - where it is difficult to offer hybrid working. Perhaps the hire industry needs to promote itself more vigorously as a provider of opportunities for a challenging, enthralling and rewarding career. 

“I think this may well be a factor,” says Neil. “Do youngsters today naturally gravitate to these industries? Some will but many are now choosing careers in creative and technology-based sectors. 

“Other factors have arisen as a consequence of Covid-19, such as people changing careers, choosing self-employment, retiring, or leaving the country altogether, decreasing the overall labour pool.” 

In the current economic climate, some workers are becoming cautious and perhaps sitting tight or fearful that they might make a move only for there to be a wave of redundancies on a last in, first out basis. 

However, the more positive side of the coin is that if an employer has treated employees well, introduced other benefits, hybrid working where possible and focused on workplace well-being, personnel will be less likely to leave as they feel less valued. 

“More and more, people don’t want just a job: they want to feel part of a positive organisation, engaged and energised by the nature of their work and the environment they are in, as well as respecting what the company stands for, its actions on sustainability, CSR (corporate social responsibilities) and so on, and having fun in the workplace,” says Neil. 

“In the past, such things were often regarded as nice-to-have bells and whistles, but now they are essential in order to recruit and retain the best talent. And companies are only as good as their people.” 

● Read the earlier Q&A interview with Neil Holloway here.