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this communications strategy to raise awareness of the important contributions lubricants make is not happening effectively. It is frequently a quiet and unnoticed cause in today’s competitive employment scene. This needs to change to attract talent.
Internal mobility is on the rise For effective employee retention, companies need systems, processes, and procedures in place to identify prospective high-calibre internal employees, deliver professional development, and design personalised career pathways based on goals, aspirations and interests.
Investing in internal mobility can help lubricant organisations retain and attract top talent, establish more diverse employee backgrounds and fill open positions where skill shortages are most evident.
Flexibility is the new norm and expectation from employees An increasing number of would-be job applicants are not applying to roles where the company does not offer remote or flexible work options.
This change in the workplace requires employers to have good processes and systems in place to support staff productivity and to be able to measure staff output effectively. It also requires an adjustment in leadership style. Empathy and support are the two most requested leadership traits from employees in 2023.
Importance of transferrable skills when recruiting
When it comes to acquiring new talent, most businesses search for applicants with industry experience. They want to hire efficiently, and promptly, which may be a difficult undertaking in today’s tight candidate market if you focus solely on lubricant sector experience.
Lubricant organisations that hire employees with transferable skills from other sectors broaden the talent pool and increase the chance of finding top performers. Importantly, these organisations have the ability to tap into a more diverse group of candidates who can bring new energy and fresh perspectives to their business.
The disciplines of marketing, sales, operations and technology are becoming more and more intertwined, so why not consider hiring candidates who have proven success in other disciplines.
Bottom Line: Is your organisation offering today what employees want now?
The lubricants industry is at a truly exciting time of change with a variety of new skills, opportunities, and requirements coming to the jobs market. And therefore, employers must sell their employee value proposition effectively to potential hires and existing personnel. By emphasising your values, mission and vision, highlighting the critical work of lubricants, sustainability initiatives and your role in the energy transition you can deliver significant opportunities for development, growth, reward, and recognition.
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LUBE MAGAZINE NO.174 APRIL 2023
Data- driven decision making!
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