Earlier on in the week the British government announced the start of consultation for a new industrial strategy to boost business once Britain leaves the European Union, pledging £170 million to train for the skills needed; our skills shortage described as “chronic, getting worse when we leave the EU”.
Considered by many in industry to be too little, too late, the need for skilled people is becoming acutely intense. In February’s edition of Midlands Insider Magazine survey on business confidence, the number one barrier to growth by some margin ahead of even Brexit, is cited as “Access to skilled staff”, with a third of investment in 2017 expecting to be made in staffing and staff training.
Our own research supports this too; by the time a candidate reaches offer stage for a position, they will have an average of 3 additional, alternative options, often including a counter offer to remain in their current position, which is currently on average 12% higher than their current level of pay.
In addition to the financial elements of a job, career choices are being made based on factors such as long term prospects, job security and training & development. Location and commuting is also an increasingly important factor, with over half of the people placed by us electing to work within 20 miles of their home. Personalising your job offer, being decisive and quick to offer good people a worthwhile offer and focussing on the long term prospects, all combine to improving your chances of attracting your candidate of choice.
If you found this insightful and useful, you may also be interested in attending one of our presentations on Candidate Attraction and the Current skills Landscape in Engineering and Manufacturing held at our Leicestershire Offices. For further details and dates please contact email@example.com or call us on 01530 833825.