In our post-Covid world, having a strong talent pipeline is more crucial than ever.
And the skills shortage that was present in almost every industry pre-Covid is still threatening organisational growth.
When you’re recruiting, it’s not about the number of people you can attract to your manufacturing organisation; it’s about the quality of these candidates.
Despite the perceived increase of candidates in the post-Covid job market, there are still skills shortages across most industries. In the U.K., the Prime Minister addressed how the pandemic has highlighted skills shortages in many sectors, emphasising an urgent need to focus on improving skills to protect the economy.
Recruitment can be a lengthy and involved process depending on the manufacturing role you are trying to fill.
One of the most effective ways to ensure you can quickly fill the critical gaps in your team is to have people ready to step into your organisation at the earliest available opportunity. In other words, your talent pipeline.
This blog explains the whys and hows of building a robust food manufacturing talent pipeline.
Despite the pandemic, skills gaps are widening across all sectors; in fact, the pandemic has brought to light just how crucial the skills gaps are in many industries.
A 2020 LinkedIn Workplace Learning report found that 51% of companies plan to implement an upskilling programme globally, with 47% focusing on re-skilling, highlighting the need for increased talent in a post-Covid world.
In developing a strong talent pipeline, the aim is to avoid the scenario where you have critical skills gaps, and no one lined up to fill them.
Many organisations think of recruiting only when they actively have a vacant position. A talent pipeline is a way of thinking about your team, and recruitment, in a more holistic way. You will always have an active, engaged audience, and the idea of working for your company is always on their radar.
Let’s look at some of the main positives of building your talent pipeline now.
When a vacancy arises in your team, wouldn’t it be ideal to already have someone in mind to take over the role?
This is where a talent pipeline comes in; it reduces the fear of having a critical vacancy open as you have a range of potential manufacturing candidates set up to open a dialogue with.
Your talent pipeline will speak to the 70% of candidates who aren’t actively looking for a job, the ‘passive candidates’ market. Organisations without talent pipelines are missing out on this significant portion of the workforce.
You can start to bring candidates into your talent pipeline at different stages in their careers. Starting with graduates up to exec level.
When you have a talent pipeline you can rely on; you have a range of candidates ready to be invited for an interview rather than starting the recruitment process from scratch.
The good news is here at Food Recruit – Search & Selection; we provide this as part of our package of services. If you want to find out more call us on; 07835426149
I’m sure you’ll agree that in our post-Covid world, the thought of having critical vacancies in your team is an unpleasant one.
This year, teams have been stretched to breaking point, with many taking on different roles. In addition, they are adapting to working from home and generally being busier than ever before.
To keep your entire team working cohesively, you need to know that any critical vacancies will be quickly filled instead of left unfilled. Damaging team output and reducing morale.
One of the most frustrating things that can happen in the recruitment process is when you think you’ve found the ideal manufacturing candidates. But then they turn down your job offer.
The more people you have in your talent pipeline, the more they will know your organisation. This relationship is what pushes great candidates over the line to say yes to your job offer.
As you can see, there are many benefits to creating a talent pipeline to make your recruiting process much more manageable.
Next, let’s look at how to build and develop your talent pipeline.
Creating a talent pipeline means proactively forming long-lasting relationships with candidates who would be the right ‘fit’ with your organisation. Both in their skill set and culture and values.
So, how do you do this?
1. Defining What Your Organisation Needs
The following are questions to ask when thinking about what you want from your talent pipeline.
Drawing on your experiences with Covid can help here too. For example, when your business was in ‘critical survival mode’ like many were during the height of the pandemic, did this highlight any areas where you were missing vital skills?
2. Attracting the ‘Right’ Talent
Attracting suitable candidates to your organisation is the critical part of building your talent pipeline.
Building a talent pipeline focuses on attracting passive and active candidates rather than a recruitment process that focuses solely on filling a current vacancy.
Having an excellent employer brand will be essential in attracting the type of talent you want. In addition, any prospective talent that comes into contact with you will be forming an opinion as to whether they would like to join your company, whether they’re active or passive candidates.
The following are the most direct ways to build your manufacturing talent pipeline –
3. Reviewing Your Application Process
A poor recruitment process is enough to put even the most interested candidates off.
Making your recruitment as seamless, engaging and professional as possible will leave even candidates who are not successful in applying for your roles and want to do so again in the future.
Ensure your recruitment process is mobile-friendly; 58% of active job seekers use their smart devices to search for jobs. But with many sites still not mobile-friendly, mobile seekers complete 53% fewer applications and take 80% longer to complete each application than applicants using desktops.
A mobile-friendly application process increases the number of applicants to each role by 11.6%.
Write easy to read job descriptions with clear information; stay away from jargon.
Make sure you have the recruitment process planned out step by step so that applicants can be informed of the exact date by when they will be progressed to the next stage or not.
Important: Always stay in touch with candidates via email or phone throughout the entire recruitment process.
With a network of engaged potential candidates ready to join your business, you’ll ensure that you always have potential on hand to fill essential roles.
So, now you have the premise of building your talent pipeline, it’s time to get started.
Remember that you don’t have to go it alone – working with a dedicated food manufacturing recruiter is a great way to build your talent pipeline.