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As businesses begin to prepare their growth strategies for 2023, it’s important to review any existing recruitment activities and check they’re still delivering the results needed – as NRL’s Egremont Director Rebecca Graves discusses with In-Cumbria business magazine.
It’s a complex area of business operations, finding the right people for the right roles, but it’s crucial to secure continued success and business growth. Specialist technical engineering recruiters NRL work with companies large and small to develop targeted recruitment strategies designed around the needs of their business and the optimum way to reach new talent.
As the world of work continues to evolve following work from home directives and the introduction of hybrid working, it’s more important than ever to have a clear plan that determines how you’ll empower people to excel in their roles.
Within the engineering industry, it’s not always as straightforward as being able to declare your business as a hybrid one – letting employees choose when and how they want to work. It often requires a more in-depth review of working practices, identifying opportunities for change and even a full evaluation of the methods which organisations adopt to engage candidates.
Sometimes this could be looking at project-based work delivered through a Statement of Work package, giving organisations the chance to engage a wider pool of talent who want to work independently through their own limited company – giving the worker the flexibility to manage their work and home life. Or it could mean reviewing their diversity and inclusion strategy to ensure it’s realistic and has the best recruitment processes in place to encourage applications from all walks of life.
“We work with organisations to fully understand their culture, their approach to people management and their wider business goals and draw on our own expertise to help them shape the right recruitment strategy”
What a company has to offer potential employees is also becoming more and more vital when people consider whether they’d want to join a new business. Talent attraction campaigns will need to draw attention to the company’s culture and values and demonstrate how they look after their people and provide opportunities for them to grow both personally and professionally. As well as giving prospective candidates a transparent and balanced view of what the organisation stands for and how it’s approaching the macro socio-economic environment.
For Director Rebecca Graves, these challenges are not uncommon;
“With candidates now having more options than ever before around how they want to work and what opportunities they want to take up, ensuring you’re selling yourself well as a prospective employer is crucial.
Often companies are doing some great things to advance their talent development plans, strategic business goals and environmental agendas, but it’s not translated into the talent attraction activity they’re doing to recruit new people into their business.
We work with organisations to fully understand their culture, their approach to people management and their wider business goals and draw on our own expertise to help them shape the right recruitment strategy.”
If you’re keen to explore how you can re-engineer your recruitment strategy then get in touch with Rebecca on rgraves@nrl.co.uk.
You can read the full December issue of In-Cumbria business magazine online.