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Navigating Recruitment Challenges & Solutions for Talent Attraction: Key Takeaways from the Cheltenham & Gloucester Cluster Meeting
The recent Cheltenham & Gloucester meeting took place at Renishaw on 6th November in Wotton-under-Edge. Renishaw is a global engineering technology group which creates high precision technology for metrology and healthcare through the design and development of systems and technologies for overall precision, control, and reliability.
WEAF members collaborated and discussed recruitment issues in the region and worked through some practical solutions. The second segment focussed on attracting young people/STEM level into industry.
Recruitment Issues In The Region (And Possible Solutions)
One of the main challenges surrounding recruitment in the South West is travel, there is limited to no public transport. This means being able to drive is essential or the ability to car share. However, members discussed that this was not an environmentally-friendly option, when industry is trying to make green choices and act sustainably, when possible.
Furthermore, due to the rural nature of the region, the housing ladder is sometimes difficult for young people as housing tends to be more expensive in the South West when compared with other locations.
On the topic of education, it is difficult to attract from colleges due to their low budgets and funding as potential candidates cannot always travel to see businesses. Discussion turned towards more work needing to be done on changing negative perceptions that engineering is a low paid and dirty job.
Similarly to the recent Bristol and Bath Cluster Meeting, there is a real desire to Educate the Educators and parents because research has shown that if young people are engaged early on regarding engineering roles, they tend to consider it as a future career path. Therefore, work experience is a key springboard for talent and the inclusion of diverse groups. This can also involve inner city schools to elevate engineering as an option for future roles for students.
Focus turned to the challenges surrounding the search for qualified candidates, strong company brands are not always a draw. Additionally, there is the ongoing challenge of appeal for talent who tend to look more towards OEMs and Primes, which then isolates the talent pool for SMEs despite the critical work this group contributes to the overall supply chain. Collaborative action through working with primes and OEMs on how they support SMEs on the recruitment gap is key, and utilising colleges that can provide the link between parties.
To recruit females back into industry, who have left, and address this group comprising only 14% of the engineering workforce, suggestions around STEM Returners programmes and creches were put forward. However, it was recognised that this is not always an easy solution for SME budgets, despite it being an effective tool for the UK MOD.
Attracting Young People/STEM Level Into Industry
Hosts Renishaw provided the example of its proactive STEM team, which engage at primary school age on the sector, this commitment continues through to secondary school and college. The team raise awareness of engineering through the plethora of careers available, such as technical, workshop, technician, commercial, marketing, and administration amongst many others.
Whilst it does help to have a full-time team to conduct this activity. Representation is also through STEM ambassadors consisting of apprentices, and/or trainees, who students can relate to and reach young people with effective relational impact. Following on from the theme of impact, it is crucial that work experience placements are interesting and the variety of roles in the sector are promoted as demonstrated by Renishaw.
Conclusions
To effectively address the recruitment challenges discussed at the Cheltenham and Gloucester cluster meeting, stakeholders and members can consider the following steps: strengthen collaboration through the fostering of partnerships between SMEs, OEMs, and colleges to create clear recruitment pathways for acquiring talent. Advocation for better transportation, engage educators and parents on engineering careers through proactive STEM programmes in schools and implement supportive measures to encourage women to return to engineering. This all contributes to the wider point on working together to change negative perceptions on the sector by highlighting the successes and opportunities of working in aerospace engineering.
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Thank you to all that attended and provided such valuable insights and a special thanks to our hosts Renishaw.
We look forward to our next cluster meeting taking place on 23rd January in Somerset to progress discussions. Please click here for further details.
