Peter Jones, Founder and Managing Director of Foyne Jones Recruitment Group, shares some of the key takeaways from his exclusive three-part online series on ‘People, Planning and Pressure Points’, for businesses recruiting in the builders’ merchant industry…
PEOPLE — Focus on mental health to boost your team’s performance:
In the current economy having the right people, in the right place, has never been more important for thriving merchant businesses. It’s therefore time to ask yourself some searching questions such as how do I want my business and my people to develop moving forwards?
The BMF’s pledge to onboard 15,000 new apprentices by 2030 is great news, but our focus also needs to be on the here and now. For example, nearly 80% of the UK workforce are in customer-facing roles and a new report from the Institute of Customer Service states that over half of them have experienced customer abuse.
So, check in regularly with your staff and encourage them to report incidents. ACAS advises that creating a positive environment at work to help prevent work-related stress is key, so ensure you have a clear mental health policy.
“Be upfront about the salary, pay reviews and perks, be honest about your expectations and listen to applicants’ thoughts and concerns.”
Deloitte’s latest survey in this area, meanwhile, reveals that 40% of total turnover costs can be attributed to mental health issues. Over 36% of UK working adults say they have used resources to help with their mental health in the last year whilst those aged 18-39 are more inclined to seek help.
Factor this into your culture – especially when recruiting – so you are seen as a supportive employer.
PLANNING — Make it easy with tech and targeted marketing:
Recruitment must be embedded in your business plan so create a sourcing strategy which works for you. I recommend video technology and digital introductions as part of the process instead of more traditional methods like the CV. Nail down the specific requirements for the job spec and be honest about the experience required.
In my experience, personality and a hunger to learn can be your best asset on the ground — skills can be taught, but finding the right fit with your existing team can be tougher. Be upfront about the salary, pay reviews and perks, be honest about your expectations and listen to applicants’ thoughts and concerns.
Virtual or in-person interviews are the only way to get to know candidates. Concentrate on the person in front of you, prepare a list of questions beforehand and have a clear structure.
Once you’ve found the right candidate — make the start date and on-boarding process crystal clear. Establish a feedback policy for unsuccessful candidates. Be constructive, so they can raise their game for their next interview.
And if you enlist a third-party recruiter, make sure they understand your business, your sector and route to market. You are paying them to ask the difficult questions and cherry-pick the best candidates for you.
PRESSURE POINTS — Plan ahead, attract new talent and share salaries:
Many businesses are feeling recruitment pressure right now. Research from the British Chambers of Commerce indicates that more than 5,000 UK businesses of all sectors and sizes are facing record high difficulties in hiring new staff, with the largest percentage tied to the manufacturing sectors.
If we consider how this is affecting the merchanting industry, then the numbers suggest that 71% are finding huge difficulties in onboarding skilled workers — and so making our industry an attractive proposition will ensure we capture the career-appetites of the next generation.
Be upfront about basic salaries, as this, along with earning potential and associated benefits should be included in EVERY job advertisement. We must find ways to reduce the skills gap and I believe this starts with promoting our industry as a lifelong career choice with endless opportunities.
Is this clear in your recruitment process? Are you making it easy for people to find you?
The biggest pressure point in 2023 is achieving a healthy balance between work, home and mindfulness — regardless of pay grade. If you show that you care about your people, you will keep them. It’s that simple. Be honest about what your company stands for and how you want it to be seen.
It’s time for us to ‘grow with the flow’ and promote a growth mindset within business, for all people. Don’t let the pressure win, as everyone is together stronger.
Click or tap the relevant links to read the full series of the Foyne Jones Recruitment bootcamp articles:
A version of this article appeared in the September issue of Professional Builders Merchant. Click the following link to read the full digital edition via the PBM website.
