Future Focus – Attracting Potential & What to Explore
If you’re working in manufacturing, or contemplating a career in the sector, you are part of an industry which employs 2.7 million people (with average earnings of £33,592). This industry also accounts for £192 billion of output and accounts for 44% of total UK exports. (Source: Make UK/Santander)
With this acceleration, and volume from e-commerce rising, the need for new and highly skilled workers in 2021 is expected to be substantially higher than two years ago. Of course, increased demand also means increased competition, and employers will need to embrace innovative approaches to talent attraction and retention to stand out and attract the talent they need to thrive.
New hires do not want to feel like outsiders in their own company. Helping applicants to understand the business’s direction and culture and how they will fit into the company, will help them to purposefully contribute to their role, team, and organisation. The nature of the work undertaken, i.e., carrying out responsible duties, with development and identified career paths, will not only boost motivation levels, but will deepen the emotional connectivity the new employee feels for the organisation. Why would you want to leave when there such a pull? Without exception, team, motivational and cultural fit are areas which should be explored at the hiring stage to minimise poor organisational fit. And the costs of losing the employee, either voluntarily or involuntarily.
The competences to explore
Knowledge and knowledge updating, independence, accountability, the level of emotional control, i.e., keeping focused and calm during a crisis, are some key examples.
Managerial Competencies – these can apply as Personal Leadership Competences
This includes the ability to lead, inspire and motivate others, as well as self, and the ability to delegate and to manage performance effectively.
Decision-making, analytical thinking, spatial awareness, risk-assessment skills, judgement and problem-solving are examples. Sometimes, psychometric tests are used to assess this, alongside business simulations, case studies and role plays. The latter are only used further down the selection process as costs can be high. AI recruitment platforms are starting to assess these too.
These are needed to explore the intellectual horse-power – the level of thinking, decision-making and problem-solving required in these roles.
Social competence is explored, such as building rapport and the ability to negotiate and influence others. Being able to have enhanced virtual communication skills, online collaboration skills is critical right now. This helps to understand the level of team fit too.
Be clear about the harder-to-explore innate skills
While functional skills can be easily tested, there’s a need for innate skills, or inbuilt traits, to come to the fore. Resilience, perseverance, and being trustworthy are sought after traits. Interviewers will need to probe into how candidates have adapted from the challenges of the past 18 months, and how they are taking that learning into the future. These are harder to assess and are harder to change.
So, the proposition must be attractive in all your branding efforts to pull the right fit into your sphere of attraction, and you need a focused role analysis highlighting technical skills and a range of personal attributes with how you can assess these, well before recruitment starts.