40 DEBATE
Continued from page 39
We’re creating roles around things like resource planning, we’ve restructured our admin team, we’re looking at different ways to deliver student development. We’ve also had to review our benefits package to make sure we are keeping up with our competitors.
We also have an agile working strategy because we are seeing so many candidates who say they don’t want to go into the office very often. We are very much operating on a trust basis and that you work wherever it’s most effective for you to get whatever the task at hand is done.
AP: We’ve used apprenticeships for upholstery roles and that has worked, and we will continue to build on that. We have used recruitment bonuses for staff to bring people in and that has worked as well. We’ve been more agile and cross-trained staff in other areas.
There is a lot of
expectation since lockdown about working remotely
ZW:We consistently try to promote from within. We also made a video featuring some of our colleagues to show progression and more about what working for the company is for.
SF: We’re in a great sector that young people want to get into. They all want to be social media influencers or entrepreneurs but that’s not really a space we’re in. So, we have to explain to them that actually there is a really buoyant career in digital, that there is good money to be earned being an SEO tech, and good career prospects.
The bottom line is that cash is king and we can’t compete with Manchester or London salaries and there are relatively young developers that prefer to work from their bedrooms. It is great if you are an employee right now, people are throwing stuff at them: free fruit, free beer, gym membership, healthcare, cars, money.
SD: I have a client in the digital arena. They have shouted about the work they are doing and have some really good contracts. The next minute, recruitment agencies are trying to poach their staff.
GH: The tactics we use depend on the role we are trying to fill. When it comes to sales roles, I’m looking for people who are just eager. I don’t care about their background if they know how to dress, have manners, fit in well with the team and can use their own gumption.
When it comes to admin roles you need to be able to find the right person who can calm the situation when there is a customer on the phone complaining because their bill has gone up and they don’t understand why. We’re trying to recruit through soft skills for the most part.
LB: Good practice is retention at the end of the day, keeping what you have while recruitment agencies are headhunting. We work closely with schools, and we’ve found that it is really difficult to get the kids work experience, for whatever reason. For goodness’ sake, let’s give them a chance and let them have a look at your industry. Let’s start young.
ZW:We are going into schools. We’ve become apprenticeship advisers. We’re breaking the stereotypes around women in our industry. And we’ve also teamed up with HMP Kirkham. We take on offenders using our own selection criteria and the people we get from this are some of the best workers we have. They are so grateful for the opportunity and eager to work.
We have dump trucks and excavators in HMP Kirkham and we are training prisoners, so they get their CPCS qualification card. That stays with them forever. Then while they’re released on temporary licence, they work for us. They come out every day, they work for us and then they go back to the prison in the evening and then, when they’re released, hopefully they will stay with us.
DC: Again, talking to businesses, some of the feedback we get is that government organisations are restricting and inhibiting people to recruit because of licensing, testing. They have people lined-up but they can’t start work because they have to be checked, or have a licence or take a driving test.
What support do you believe employees need in meeting their challenges?
SF: We need to get the whole education system right so that we’ve got young, hungry, motivated people looking to do a variety of jobs and appreciating all those jobs.
SM: It’s getting children and young adults and their parents and teachers to understand that there
are jobs out there that don’t exist now but that will one day come to fruition.
LB: Rewind Brexit and bring back as many Europeans into the industry as we possibly can.
GH: Get back to basics. Get into schools. Every kid should have the same opportunity and I genuinely feel our education system is just not offering that.
AP: As a business, we need to be able to set up some sort of sewing school. We’d need some funding for kit and for a trainer and we’re not going to get it because of our size.
ZW:Education, breaking down stereotypes, showing people that jobs that were once perceived as dirty, unclean, not skilled and requiring no talent are actually the very opposite.
The overall question
lots of people ask me is, ‘Where are all the people?’ It is as if
we’ve suddenly shrunk the population
RC: We do a lot of work with universities to recruit graduates and we’ve not had as many applications this year from a particular university. Their view was that students just don’t see auditing and accounting as a particularly exciting, attractive career. It’s setting expectations about what working life is actually really about.
SD: In terms of recruitment and looking for new staff, the education piece is key. The person has to fit in with the business, and that’s the important thing; that they’ve the core key skills.
DC: The government has a responsibility to listen and act and perhaps an open labour market is needed, even if it’s for a short period of time, say five years.
It would give time to balance and figure things out. To cut it off completely has created a lot of issues. Covid and lockdown have created a completely new working environment that all businesses are having to adjust to.
Would you like to see your business grow?
So would we.
Find out how our funded growth support service can help your business. Call our team today.
County Councillor Aidy Riggott, cabinet member for economic development and growth, Lancashire County Council
0800 488 0057
boostbusinesslancashire.co.uk
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