Navigating the Challenges of Attracting Talent in the UK Food Manufacturing Industry
- Finding and retaining skilled professionals is a constant challenge in the UK Food Manufacturing industry, particularly for roles where skills are in high demand, such as Technical Management. Companies often have to contend with budget constraints and rising salary expectations. In our last blog we talked about The Crucial Role Of Salary Surveys.
If your business is struggling to offer competitive salaries, here are some strategic alternatives to help attract the right candidates, even when you’re not able to offer a market-leading compensation package.
- Refine and Prioritise Key Skills
Start by distinguishing between essential and desirable skills for the role. Be open to candidates who may have slightly different experience than was originally envisioned. For example, consider whether specific product or customer expertise is truly necessary. Keep in mind that candidates already in similar roles are looking for an average 11% salary increase to make a job move, so flexibility is essential.
- Hire for Potential, Not Just Experience
If you’re working with a fixed budget, consider hiring someone at a slightly lower level. While £50k may not attract a seasoned Technical Manager, it could appeal to a highly capable QA Manager who is ready to take the next career step.
- Offer a Path to Advancement
If you’re hiring for a junior role, consider changing the job title and offering a defined path to a more senior position once specific skills have been developed. This can attract ambitious candidates who are willing to grow into a role.
- Consider Part-time or Interim Expertise
If compromising on experience, look into hiring a part-time Interim Manager or Technical Consultant to mentor and support the new hire. This is a cost-effective way to provide professional development while ensuring your team is fully equipped with the right skills.
- Explore Sponsorship Options for Junior Roles
For more junior roles, you may want to consider applying for a sponsorship license. Many Food Science graduates with valuable experience are on post-graduate visas, but some are only considering consider roles with companies that offer potential for sponsorship. The costs are often lower than expected, with small company fees starting from £719
- Enhance Your Benefits Package
If increasing salaries isn’t feasible, consider offering softer benefits like hybrid working. Flexible working arrangements can attract more interest and often allow candidates to consider slightly lower salaries.
- Conduct Local Salary Research
Understand the salary landscape in your area and benchmark appropriately. Consider the responsibilities and company size in comparison to others in your region. For example, the demands on a Technical Manager with a team of 20-30 people are very different from a smaller team with only a couple of QA employees. Jarvis Johnson can provide free, tailored salary surveys to help with this.
- Evaluate Pay Increases For Existing Team Members
When considering a pay increase request, it’s worthwhile calculating the direct and indirect costs associated with awarding a pay increase versus potentially losing a team member. This can include costs of hiring a new candidate, including recruitment, onboarding and training expenses to bring a new employee up to current skill levels. Conversely if you have a team member who is ready to move on, it may be an opportunity to bring fresh perspectives, skills, and energy into your team.
Need Help with a Recruitment Strategy?
If you’re looking to create a strategy to attract and retain top talent, Jarvis Johnson is here to help. We can assist you in crafting competitive, appealing job offers and setting realistic compensation expectations. Book a free 30-minute exploratory call with myself or Liz Harrison, Recruitment Manager and let’s discuss how we can help you position your vacancies for the best possible results.
To book your free 30-minute exploratory call, simply email enquiries@jarvisjohnson.co.uk and we will get back to you with availability.