Recruitment and retention challenges persist in the third sector

Strategies adopted by respondents to tackle recruitment and retention challenges

In the face of the challenges caused by these recruitment and retention conditions, employers have sought out a number of new recruitment and retention strategies:

1. Accessing new talent pools
As employers are realising the opportunity of diversity and equality in workplaces, some employers are focusing on promoting their industry to women and ethnic minority groups to access wider talent pools, such as attracting more women to STEM careers. Outreach programmes with universities and schools were also commonly referenced to promote links with business at the earliest opportunity.

2. Developing action plans
These plans detail the critical steps taken to address issues arising from exit interviews, implementing plans to increase diversity within organisations.

3. Benchmarking reward and benefits
Reviewing salaries and enhancing benefits, including bonus design, against market rates keeps them competitive and sets an organisation apart in their employee value proposition. Organisations have had to offer salaries above the market rate to recruit and are increasingly offering total reward statements to demonstrate the value they offer employees.

4. Culture
Building flexibility into the workplace in terms of working arrangements is a key tool in promoting employee engagement and giving an employee a sense of autonomy over their work. This trust strengthens the employee and employer relationship over time.

5. Creating clear career pathways
Supporting internal development and progression, setting up frameworks to ensure parity of pay and improving clarity around how to move up the salary range for a role or gain a promotion is crucial in motivating and retaining employees.

6. Employee value proposition
Developing compelling messages for prospective employees that can be reinforced with attractive recruitment literature can bolster the effectiveness of campaigns.

7. Remaining responsive to employees
Building existing talent pools by gathering feedback on satisfaction and using deferred cash payments, out of cycle pay increases and retention bonuses are all key tools to respond to employees and decrease employee turnover rates. Some respondents had implemented dedicated engagement teams.

8. Targeted recruitment strategies
Strategies include evaluating recruitment channels such as where roles and targeted campaigns are advertised, increasing visibility at recruitment fairs and using specialist agencies. Some respondents are using revitalised referral schemes and social media as a recruitment tool.

9. Technology
Improving the process for recruiting and the wider employee experience by way of using IT was considered key to promoting employee satisfaction, starting with employee on-boarding. Effective inductions and appraisals can be driven by the smart use of technology.

10. Training
Growing capabilities within the team by creating dedicated programmes supports progression for apprentices, trainees, graduates, managers and future leaders. As part of up-skilling employees, improved secondment opportunities are being offered.

11. Succession planning
Reviews of grading structures across organisations ensure that there is a strong pipeline of talent throughout the organisation to deliver the business strategy.

Reward designed to recruit and retain the talent you need

As employers face the recruitment and retention challenges of the year ahead, Paydata can help provide you with the tools you need to attract, engage, motivate and retain the people you need.

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