24/10/2022

‘The Great Reshuffle’ is a global, cross-industry phenomenon, as millions reconfigure their careers for more fulfilling roles. Thanks to skills scarcity, high numbers of vacancies and the rise of hybrid and remote working, we’re in the unusual situation where workers have considerable choice.

The upshot is that companies now need to plan more strategically and adapt their workforce models to the tightening market. However, the CIPD’s Resourcing and Talent Planning Survey 2021 found that less than 50% of companies have a workforce planning strategy and less than 40% have future proofing initiatives.

At the coalface…

Recruiters are on the front line of this phenomenon. At STR Group, Make UK’s recruitment partner, we are seeing an increased number of offers per candidate and the prevalence of counter offers and companies are being more accommodating and flexible at all levels. However, we have noticed a slight reduction in candidates taking the final step when it comes to accepting a new role as the fear of ‘last in, first out’ sets in as news of the economy weakening filters through the workforce.

Understanding engagement

So how can manufacturing and engineering companies ensure they engage and retain the best candidates in this current market? We believe that a greater focus on specific role level engagement is more important than ever.

 

Bear in mind that whilst every company has an Employer Value Proposition (EVP), each role does too. We call this the Role Value Proposition, or RVP.

Developing an RVP

Key selling points for a role can be established during the role qualification process. Remember, your RVP will continually evolve over time, but the following are a good place to start:

  • Leverage your subject matter experts and your incumbents when drafting your RVP
  • Detail what a typical day looks like
  • Demonstrate the career path in the department
  • Make video content showing what the role entails
  • Source case studies of staff who have developed and achieved

There are many benefits to the RVP, which can be applied to both permanent and contract positions. They are tailored to job families or a specific role rather than the overarching company EVP, and the USPs of the role help with sourcing and attracting candidates. The RVP also helps to engage potential candidates at an early stage in the process.

Becoming an employer of choice

Our research and day-to-day interactions show us that companies MUST adjust their talent strategies to penetrate the shrinking skills market. You’ll need to continually benchmark your competitors and re-enforce your company EVP. Make sure packages are comparable and promote the RVP over competitor roles. Combining this with a robust but expedient recruitment process will provide a market leading candidate journey.

For critical skills, the RVP will be essential in helping your business stand out and making you an employer of choice.
 
Need help with your recruitment? Meet the STR Group
 
With 62% of manufacturing firms facing difficulty filling skilled technical roles, part of the STR Group’s mission is to help educate and enable the sector so that manufacturers can gain access to more innovative recruitment services in a cost-effective manner.

Through your Make UK membership, you have access to the STR team for guidance and support. You will also benefit from a priority service and preferred commercial rates. So, whether you’re looking to hire, review or develop a talent strategy, you can contact STR's experts today: [email protected]

You can find out more about the STR and Make UK partnership here.