Winhurst Recruitment’s Post

Does Food Manufacturing have a recruitment crisis? 🤔 A really interesting article from Food Manufacture, and great to hear some quotes from inside the room. There are some big statements, some I'd wholeheartedly agree with, others not so much - I would love to hear the thoughts from my #Food and #Beverage network. https://lnkd.in/dDP-rWvn #ReedFMCG #ReedFood #Recruitment #FoodandBeverage #Reed #RecruitmentCrisis #Hiring

To me recruitment isn't just about finding people jobs and finding people for jobs from clients. One of the first questions I ask when I am asked to recruit for a client is "𝙞𝙨 𝙩𝙝𝙚𝙧𝙚 𝙖𝙣𝙮𝙤𝙣𝙚 𝙞𝙣𝙩𝙚𝙧𝙣𝙖𝙡𝙡𝙮 𝙬𝙝𝙤 𝙘𝙤𝙪𝙡𝙙 𝙙𝙤 𝙩𝙝𝙞𝙨 𝙟𝙤𝙗?" In the continuous crazy world that we live in, staff retention is key. And there is nothing more that I love than when I see a candidate I've placed in a job announcing a promotion on LinkedIn. This article focuses on the UK Food & Drink Manufacturing Industry and talks about providing clear training and career development which is an absolute given. Empowering Managers & Supervisors to be great leaders, YES!!! But then it goes on about a Connected Worker Platform and I quote, "a digital solution designed with a singular purpose in mind: to better enable frontline workers to connect, communicate and collaborate." Is it just me that thinks that sometimes we can connect, communicate and collaborate in a more effective way than through technology? (and no the irony of me posting this on a Social Media platform is not lost on me!) What are your views on connecting and communicating with your team? Really interested to know more. #foodmanufacturing #teamwork

Which came first, the chicken or the egg? Skills gaps still remain one of the key challenges businesses face. In recent years with talent shortages widely spoken about and more jobs advertised than good people to fill them, successful businesses have started to view things differently. It is no secret that recruitment and retention has been even tougher since Covid, particularly in the hospitality sector, which was affected by so many people leaving to take up employment in other sectors. But, which came first? Undoubtedly a skills gap in an organisation is going to make everything more difficult, least of all: • Reducing productivity - If employees do not have the necessary skills, they will be less productive • Increasing costs - Organisations have to pay higher salaries to attract and retain employees with the necessary skills, particularly when the fickle recruitment market, at present, rewards the highest bidder and candidates are in the driving seat. • Damaging reputation - If an organisation is unable to meet customer needs due to a skills gap, it will damage reputation, leading to lost customers and revenue. So, does an organisations inability to hire suitably skilled employees cause the skills gap or do the recruitment and retention challenges exist because an organisation has a skills gap? Are they struggling to retain their people because the work is too demanding, the service levels aren’t there, the culture is affected? What do you think? Which came first the chicken or the egg? #learninganddevelopment #talentmanagement #peopledevelopment

Professionals change jobs for many reasons, including life changes, workplace issues, or the pursuit of better salaries. In the supply chain sector, the motivations often go beyond these common factors. Discover the key reasons why supply chain professionals seek new opportunities and learn strategies to retain them in Damini's blog (Consultant, Supply Chain & Procurement). 🔎 Read the full blog here: https://lnkd.in/gm-KXEg8 #Ambition #BuildingBetterFutures #supplychain

𝐇𝐨𝐰 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐢𝐧𝐠 𝐜𝐨𝐦𝐩𝐞𝐧𝐬𝐚𝐭𝐢𝐨𝐧 𝐭𝐨 𝐚𝐭𝐭𝐫𝐚𝐜𝐭 𝐭𝐨𝐩 𝐭𝐚𝐥𝐞𝐧𝐭? 💸 Having done a lot of recruitment in Building Products & Materials across multiple functions in the 𝐒𝐨𝐮𝐭𝐡-𝐂𝐞𝐧𝐭𝐫𝐚𝐥 𝐔𝐒, I thought it would be beneficial to map out salaries across key roles in 𝐒𝐮𝐩𝐩𝐥𝐲 𝐂𝐡𝐚𝐢𝐧, 𝐂𝐨𝐦𝐦𝐞𝐫𝐜𝐢𝐚𝐥, 𝐚𝐧𝐝 𝐎𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬. My findings highlight competitive compensation trends for 𝐌𝐚𝐧𝐚𝐠𝐞𝐫, 𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫, 𝐚𝐧𝐝 𝐕𝐢𝐜𝐞 𝐏𝐫𝐞𝐬𝐢𝐝𝐞𝐧𝐭 𝐥𝐞𝐯𝐞𝐥𝐬, hopefully offering insights for companies aiming to attract and retain top talent. From what I’ve seen, the post-COVID landscape has brought a strong focus on supply chain efficiency, prompting companies to offer premium salaries for candidates who can enhance resilience and innovation. In Commercial roles, competitive bonuses and commission structures are key for rewarding high performance and driving revenue growth. Operations roles have also gained strategic importance, with companies increasingly investing in leaders who can boost productivity through workflow optimisation and technology integration. Do these bandings align with salaries at your organisation? Let me know if you found this helpful, and I’ll dive into more regions soon! #buildingproducts #buildingmaterials #supplychain #commercial #operations #compensation #executivesearch

Key Takeaway: The importance of investing in frontline workers' training for career growth, high motivation for learning among workers and managers, and proactive upskilling by managers. Better career guidance and training lead to lower turnover, with many managers willing to stay for several years if provided with these opportunities. Top Retention Strategies for Warehousing Revealed in New Survey - https://lnkd.in/gQ_3xq92 #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment 

Recruitment Talk  Are you prepared to GROW/SCALE your business? What used to be common practice by most food manufacturers, is not so common anymore! I’ve noticed many Food, Beverage & Ingredient Manufacturers are failing to create “meaningful” SUCCESSION PLANS to help scale their business as they grow and expand without creating headaches, roadblocks and slowdowns because of lack of talent internally, forcing the organization to always go outside the organization to fill the role. (This keeps me in business so I shouldn’t be complaining but I understand there needs to be a good balance) Companies need to start investing in Employee Development more frequently so employees are ready to “step-up” and assume a new expanded role when needed. In a fast-paced segment like food, beverage & ingredient manufacturing, investing in employee development is crucial for both retention and performance. Provide ongoing training and opportunities for career advancement to attract top talent and keep your team motivated and engaged. Offer cross-training programs that allow employees to gain new skills and broaden their knowledge base, ultimately contributing to a more versatile and resilient workforce. Additionally, recognize and reward high-performing employees to foster a culture of continuous improvement and loyalty within your organization. You won’t always be prepared to promote internally for every opening but with proper succession planning, training, cross training and career development you can reduce the need to always go outside the company to fill key roles, save recruiting costs, increasing employee morale and decreasing turnover etc.  It’s a win-win scenario and will pay dividends long term. Your comments are always welcomed! www.foodemployment.com

💡 Employee Retention I speak regularly with my network on this challenge for businesses and explore ways in which this can be improved and maintained. To summarise some fairly honest conversations in the past few weeks, I have highlighted the main reasons high attrition rates can be prevalent: Poor leadership 🤝 This can include lack of positive management, micro management and even a general lack of business direction. Poor culture 👎 Quite simply, what employees actually experience in their job. Not what they are told they will experience during an interview process or on a company website. A very strong link to the quality of leadership. Poor remuneration 💰 If you pay a lower than average basic salary, is it a surprise that employees will seek out a better situation? Also, let's not forget about the whole benefits package including bonuses. As with the culture, how tangible are these benefits? Lack of development 📈 A harder one to manage in certain business sizes but development shouldn't be confused with progression. If the business isn't moving forwards, it's highly likely it's moving backwards. A failure to learn from all of the above 🤔 Possibly the most crucial one. The first four listed can be a challenge for every business at any moment in time. If these just become discussion points without action, ultimately nothing will change. How good are your retention rates? Beyond RBW Consulting providing a high quality search and selection consulting service across all levels of hiring, we have considerable experience in providing market insights, with an aim to guide talent acquisition and retention strategies. #cdmo #pharmaceutical #retention #recruitment #talentacquisition #attrition #consulting

Should a hiring manager entertain the idea of presenting counteroffers to employees contemplating departure? This question has become increasingly pertinent considering talent shortages, prompting many hiring managers to consider counteroffers to retain key staff. Yet, amidst this strategy lies a crucial inquiry: Is it truly a smart business decision?