What SMEs need to know when Attracting and Retaining Top Talent in Manufacturing

At E3R we support a variety of clients across the UK, from global organisations to local SME manufacturers. In such a competitive landscape, we’re often asked how can an SME’s stand out against larger corporations who typically have larger budgets, and infrastructure in place to attract and retain talent.

So, how can SME’s manufacturers enhance their appeal and retain top talent while competing with larger industry players?

Understand why professionals move to larger organisations

Here are five key reasons we are seeing why candidates in SME manufacturing may decide to move to larger organisations:

Inadequate benefits package

SMEs may lack a competitive benefits scheme compared to larger corporations, making them less attractive to skilled professionals.

Disconnection from the organisation

Professionals might feel disengaged from the organisation due to a lack of alignment with its goals or culture.

Limited training and development opportunities

Manufacturers may not invest enough in training and career development programs, hindering employees’ growth potential.

Lack of flexibility and dynamism

Manufacturers might struggle to offer flexible work arrangements or adapt quickly to changing market demands, leading professionals to seek more dynamic environments.

Limited career advancement prospects

Employees may perceive fewer opportunities for career progression within SMEs compared to larger organisations with structured advancement paths.

Understanding these factors is crucial for SME manufacturers to attract and retain top talent. Addressing these areas may require organisational changes and buy-in from senior leadership to drive positive improvements in the business.

So what should you do to attract and retain top talent in your organisation?

Boost retention rates

For SME manufacturers, understanding why employees are leaving your company is crucial to locating talent loss and making necessary changes. Conducting thorough exit interviews can provide invaluable insights into the reasons behind departures. Effective implementation of this process will allow you to pinpoint specific issues driving turnover and track progress over time.

Creating performance development programs ensures regular dialogue between managers and employees, fostering discussions on personal growth and how the company can support individuals in advancing their careers.

In today’s competitive landscape, we are seeing that the overall benefits package plays a significant role in attracting and retaining talent. It’s essential to assess the comprehensive offering to ensure it aligns with the needs of both the business and its workforce. This can showcase various benefits such as pension plans, flexible annual leave arrangements, private healthcare, and other flexible benefits like illness coverage. Having employee engagement surveys provides valuable feedback on areas of strength and areas needing improvement, serving as a foundation for enhancing organisational culture and boosting staff retention efforts.

Improve your EVP

Crafting a compelling Employee Value Proposition (EVP) is vital for SME manufacturers to attract top talent and retain current employees. Your EVP serves as a powerful tool to communicate the unique benefits and opportunities your organisation offers.

To enhance and refine your EVP effectively, start by clearly defining its purpose and objectives. Consider questions such as: What defines your company culture? What aspects make employees enthusiastic about working for you? What comprehensive benefits, flexible work arrangements, and training and development opportunities can you provide? Answering these questions and outlining them in your EVP ensures coherence and consistency before sharing them with your workforce and potential talent.

Implement cost-effective solutions to attract top talent

For SME manufacturers, the recruitment process is very important. While you assess whether a candidate fits your company, they also evaluate if your organisation aligns with their expectations. A robust recruitment process is essential and should encompass several key elements. These include conducting a thorough review of CVs and posing competency-based questions tailored to the job description and company values. Providing candidates with a site tour offers them a glimpse into the working environment.

An increasing number of businesses are integrating personality testing into their recruitment procedures, followed by discussions on the results during subsequent interview stages. A cost-effective strategy to enhance your process involves gathering feedback from past candidates and incorporating necessary improvements based on their insights. This approach ensures continual enhancement and effectiveness of your recruitment process.

Prepare for long-term success

After welcoming an employee into the organisation, it’s crucial to provide effective onboarding to equip them with the necessary skills and knowledge for their role. Implementing a thorough induction process is essential. This involves providing new employees with the appropriate training and guidance. Scheduling regular one-to-one meetings, especially during their probation period and beyond, allows for constructive feedback. This approach helps employees understand their strengths and areas for improvement, facilitating their development and success within the organisation.

We have a large customer base which extends throughout the engineering and manufacturing industries which includes SMEs, multinationals and blue chip global businesses all working in partnership with E3R’s award winning recruitment processes. E3R’s product offering includes:

• Bespoke Recruitment Solution
• Master Vendor Programme
• Account Managed Recruitment
• Recruitment Process Outsourcing
• Search and Selection
• Executive Search

With our range of client offerings, we have proven capabilities and expertise to offer a fully tailored solution that provides cost effective and beneficial long-term results.

We understand the ever-changing recruitment market and other issues clients face; with increased skills shortages and changes in legislation, so we offer business consultations on employment law, workforce planning, candidate attrition, training and workforce development, ensuring our clients can maintain a competitive advantage.

To explore how E3 Recruitment can enhance your recruitment efforts and connect you with skilled professionals for your workforce needs, reach out to our team today on 01484 645 269 or email info@e3recruitment.com