AUTOMOTIVE RECRUITMENT STRATEGIES TO ATTRACT TALENT IN A CANDIDATE DRIVEN MARKET

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To gain and retain new talent today, automotive employers need to exhaust the channels available to them and be open to new recruitment strategies in a bid to reach a wider audience.

Employee retention has been a real problem for some time across the sector. Over recent years the issue has been exacerbated and is now affecting other industries across Scotland too. As the skills shortage continues to bite, automotive employers need to ensure they widen the net and tap into all available routes to attract and retain talent.

PLAY THE FLEXIBILITY GAME……

2022 was a candidate’s market and this year is following suit. People are seeking a greater level of flexibility and employment on their own terms and, if they don’t get it in their current job, they are very likely to look elsewhere.

According to the Future World of Work Report 2023*, the structure of the UK workforce is changing profoundly. Flexibility is the key driver of this change, and 65% of businesses surveyed revealed they understood the need to play the ‘flexibility game’ to attract the right people as it opens them up to a much wider pool of talent. But flexibility isn’t a one size fits all solution, and of course, for the automotive industry, working from home really isn’t an option. It may be choosing the hours they work and when they work to strike a better work life balance.

Also, using temporary vehicle technicians and MOT testers to cover resource gaps, whether brought on by sick leave, holiday or a lack of available talent, is a solution automotive bosses should be considering. For employers, 64%* say that using contractors helps them to address the skills gap, while enabling them to turn the tap on and off as needed when it comes to specialist support.

YOUR INDUSTRY NEEDS YOU BACK…..

It’s widely known that the automotive industry is fishing for talent in a rapidly depleting pool. While there are initiatives in place to upskill existing workers and harness a new generation, it’s also important to communicate the opportunities within the industry to those who left, attracted by the progression and opportunities of other sectors. As an industry we need to lure them that the industry could be tapping into. Technicians who, faced with the evolution of vehicles, opted to retire early rather than upskill, are now starting to return to working and flexibility is key. Rising inflation, and the cost of living crisis is fuelling a reversal of the Great Resignation, people of retirement age are using flexibility to return to the workforce in ways that work better for them.

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Harnessing The Power Of Technology

For years, we have talked about the rapid digitalisation of the automotive industry but using automation to recruit is a relatively new phenomenon. If used effectively though, recruitment technology can significantly cut down on repetitive, time-consuming work, affording the employer time to build a better rapport with potential candidates. www.autotechgroup.co.uk

There are interminable routes available today to attracting and gaining talent, employers just need to broaden their reach and tap into all the channels available to them, these small incremental changes made across the whole industry might just start to fill the skills gap void.