For organisations who are seeing consistent new business and successful expansion of their services to existing clients, it can be easy to concentrate solely on the immediate needs to grow teams and capacity through new hiring. Whilst this may plug a gap to keep the business operating over the coming weeks and months, it’s crucial to also take the time to consider what long-term plans need to be put in place to secure future success.
Engineering recruitment specialists NRL, believe a number of different approaches can be combined to build a successful long-term recruitment strategy.
Looking at working with a recruitment partner to develop temporary work opportunities through contracting can allow businesses to access more skilled and experienced candidates to scale up operations and support more client projects – especially when there may not yet be a solid business case to recruit people into permanent positions. The recruitment partner can work with senior management to ensure the candidate experience is consistent across permanent and temporary recruitment - including portraying company values, culture and inclusion progress.
Talent mapping and training programmes can also be an effective way of building an organisation’s future workforce. Exploring what opportunities there are to upskill existing employees with support and training to offer them promotions in the future. As well as looking at apprenticeships, graduate and junior training programmes to nurture new talent and provide a platform to provide long-term career prospects. This can include working with initiatives such as the Social Mobility Pledge, to create opportunities for young people from disadvantaged backgrounds to gain experience and build successful careers.
NRL’s Egremont Director Rebecca Graves sees a great deal of benefit to these long-term recruitment strategies, which is having a positive impact of their own business growth.
“At NRL we’re passionate about giving as many people as possible career opportunities. Whether that’s securing temporary work that fits around their family needs and gives them the opportunity to gain more experience, or the chance to forge a long-term relationship with a new employer.
It’s something we’re keen to bring to life within our own recruitment operations. Over the years we’ve been delighted to welcome onboard new apprentices and trainees – and help graduates embark on a rewarding career in recruitment. As well as providing the training and support to promote colleagues within our business, and give them the mentoring support to reach their full potential.”
If you’re looking for support to develop a recruitment strategy that focuses on a sustained workforce, then get in touch with Rebecca on firstname.lastname@example.org