Recruitment
indepth
Finders… keepers?
W e’re living in a rapidly changing world: politically, environmentally, socially and economically. Uncertainty has a tangible and immediate effect on business and markets. In recruitment there is concern regarding the increasing – and global – issue of diminishing skills. In attracting and retaining talent, we face the challenge of a potential talent shortage in what is becoming an increasingly candidate driven market. But there are some successful strategies that not only attract, but provide continuing opportunity for employees. Developing people We’re in an age of flexible working, job hopping and diminishing brand loyalty. Recruitment sector research indicates millennials stay in a job for less than two years before moving on for greater remuneration and career development. Employees are increasingly more selective and discerning in seeking greater opportunities for progression from their employers. That’s why it’s not just about finding the right people for our businesses. It’s also about what we do to help them develop in, and beyond, their roles to ensure greater well being and job satisfaction and ultimately build greater loyalty. In short, it’s about talent retention: what we do to make sure we keep them when their expectations are high. In recent years we have seen significant change in the education and employment landscape. Overall, unemployment has fallen to a 44-year low, according to Office of National Statistics figures in December last year. And the proportion of those employed in professional services has grown by nearly 4% over the last ten years. In the last five years, in real estate-related business, employment has grown by 46,000, ONS data from February 2020 shows. However, across the legal sector, there is a perceived talent shortage. Therefore, strategies for re-skilling and developing staff are a vital part of the employer’s proposition.
providers, are developing practical and effective solutions to “gain and retain” staff. At JB Leitch we’ve keenly supported the apprenticeship programme, and have seen 25 apprentices completing programs over the last five years, with an additional nine apprentices currently working across the business. But what of providing pathways and incentives for all employees irrespective of their position? Of course this will be contingent on the size and nature of the business and the roles it supports, but for larger and more diverse organisations opportunities for training and development can become an inherent part of operations. We support specialised academic progression (CILEx, PQE) and develop and deliver CPD accredited training programmes for staff and clients. Our strategy is to recognise, support and realise individual professional potential through personalised learning and development plans. We also recognise that it’s equally important to consider additional factors which will influence a team’s commitment. We’ve spent time developing resources and benefits that recognise the employee “in the round” enabling us to provide support or “softer” benefits on a more holistic basis. Our benefits range from free eye tests to season ticket loans and retail discounts to our employee assistance programme. In summary, if it boils down to what’s important to the candidate and what’s important to your business. To achieve this we need to be responsive, adaptable and committed. As we’ve seen, for attracting and retaining the best quality people, we should recognise that a good job is an opportunity, but also strive to provide opportunity in a good job. John Kelly is learning and development officer and Penny Simister is HR manager at JB Leitch
It’s not just about recruiting the right people, it’s about creating the right environment to help them grow say John Kelly and Penny Simister
Changing routes The routes into careers have also changed, as the recent National Apprenticeship Week in February highlighted. More direct opportunity to gain practical work experience alongside education is becoming increasingly attractive. Apprenticeships offer a good example of how employers, with training
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