PROFESSIONAL DEVELOPMENT
Tackling the skill shortage: from attracting talent to succession planning
James Moorhouse, Director, ABN Resource
Appealing to a new generation With the next generation of talent numbers declining in the lubricants industry, we face serious consequences of not having the right people to face the future challenges and lead the industry to new heights – so what can we do to solve the problem?
We need to appeal to the younger generation’s interests in order to ignite their enthusiasm in the industry. From research and experience, some key themes emerge:
Corporate Social Responsibility
A 2016 study showed that 64% of millennials won’t even take a job from a company that doesn’t have strong CSR practices. Young people are more likely to respond positively to news of your sustainability efforts, social responsibility and how they can be part of a team dedicated to creating change and improving sustainability.
Technology Technology plays a greater role in younger generations than any generations previously. Look for opportunities to incorporate new technologies and innovation to your business to stand out as a forward- thinking team. We’re already seeing AI impact supply chain and production with good success.
Strong online presence Your company website and social media is key here, but this isn’t just a case of tweeting your latest whitepaper. Your online content must speak to a younger audience - selling in the benefits and company mission in a way that’s relevant (through
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popular platforms like YouTube and Instagram) providing information they can buy into and want to be part of.
Freedom and variation The younger generation crave creative freedom. Allowing time to work on their own internal projects is an attractive benefit - something competitive industries are now offering, creating some significant profit initiatives from employers.
Diversity and inclusion There is huge pool of talented individuals who may not realise there’s a place for them at your business due to outdated conceptions. What strategies do you have to make it clear that all individuals are welcome regardless of ethnicity, gender etc.? Plus, what are you doing to ensure it’s not a hostile working environment for those who are the minority?
College and university partnerships Forming good relationships with engineering and chemistry departments at universities is a valuable way of getting in front of young people early. Choosing a career can be daunting, so hosting events that not only show the benefits to working in the industry but also the steps students need to take to get there, will likely encourage interest.
Succession planning: appealing to the experienced worker
Laying the foundations for the next generation is important, but it won’t fill the present day experience gap. This is where succession planning comes into play.
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