Recruiting & retaining great talent within the FE & Apprenticeship Market

One of the key challenges for all employers in 2022 is the attraction and retention of talent.  

As we know the last couple of years has been a roller coaster of emotions which has seen employers and candidates reconsider the work life balance and how it is rewarded.

Lots of employers shed staff as the pandemic caused uncertainty and panic. Those that were furloughed got to experience more time at home with no work pressures and this has led to many rethinking what they want out of life, this has now translated into a much tougher working wish list for candidates.

As the specialist recruiter in Apprenticeship and Training we have seen these changes first-hand. The current market is certainly candidate led, there is a real battle for talent and a shortage of good people across the sector.

I have put together some key points for training providers to consider:

• Start the process as early as possible, be ahead of the game
• Be as flexible as you can re: hybrid or remote working
• Put together a detailed spec ensuring it outlines all the benefits, the culture,
  targets, etc
• Check out Glass Door- it is worth seeing how your organisation is perceived
• Try to make the interview process as short as possible. When the process stretches to
  3 or 4 interviews, or the time frame drags into 3-4 weeks you are very likely to lose the candidate!
• In the current market candidates often have 2-3 interviews underway and may have several offers to choose from. If you take too long or make the process to painful the chances, are you will be starting the hiring process again
• Ensure your salaries and benefits are in line with the market, there is still quite a lot of disparity. Those who are paying at the lower end of the market are seeing a steady stream of resignations and this is holding back their growth
  plans and unsettling clients
• If you make an offer, get the paperwork/email out ASAP
• Cultural fit is important – can they meet team members and get a tour of the office

Retaining your people is also key. Losing a talented team member causes more than just a vacancy. It takes time and energy to replace them. Often their workload is shared by the existing team before a new person is fully up to speed. This can affect the general morale and sets the wrong tone. Their loss can also impact client relationships and have bigger implications if the transition isn’t as seamless as possible.

A few thoughts on retention but worth re-iterating:

• Regular reviews
• Sensible targets
• Team events
• Recognise employee’s hard work
• Upgrade your equipment where possible
• Flexible approach to working schedules
• Professional development opportunities
• Promote from within if possible
• Good communication and collaboration

I believe our sector is in a unique and influential position to help the UK economy. Remote delivery has enabled training and coaching to continue throughout the pandemic giving greater flexibility to all parties. 

There are skills shortages right across the UK that can only be addressed through the effective use of apprenticeships and training. We have an opportunity to embed this learning culture into all businesses and this starts with all of us in the sector hiring and motivating the best people to share and deliver this agenda.

If you wish to explore how the National Skills Agency can help then please do reach out for an informal chat.

Spencer Mehlman – Founder & MD of The National Skills Agency