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Faced with a talent shortage crisis, effective recruitment in the manufacturing industry requires an approach structured around eight key steps. From the precise analysis of specific needs to the implementation of a personalised onboarding process, each stage aims to attract and integrate the best-qualified talent for each position.
The retail sector faces major challenges in attracting and retaining the best talent, with a staff turnover rate of 60%. This infographic outlines the main reasons why employees leave, such as lack of flexibility and insufficient remuneration, and proposes solutions, including the use of psychometric tests, to improve recruitment and retention. Find out how these tools can align employee profiles with your company's culture and reduce turnover costs.
According to the National Association of Manufacturers (NAM), nearly three-quarters of manufacturing executives believe that attracting and retaining a quality workforce is their main challenge. The talent shortage affects many industrial groups, with 10 million jobs vacant in the sector worldwide.
The talent shortage can be attributed to several factors:
The talent shortage has significant repercussions for manufacturing companies:
Manufacturers can use these strategies to attract and retain skilled workers:
Here are some effective methods to develop employees' skills in the manufacturing industry:
The rapid pace of technological innovation in the manufacturing sector is widening the skills gap. More and more entry-level and intermediate jobs require technical and general skills. It is crucial to identify, evaluate, and develop these skills within the workforce to overcome the talent shortage.
The insurance industry already faces a major challenge in attracting young talent, but retaining staff is also a crucial issue for this sector, where employee commitment and satisfaction are crucial to business success. In this article, we present five effective ways of strengthening talent retention within insurance companies.
The healthcare sector faces many challenges in recruiting and retaining staff, exacerbated by labour shortages and demanding working conditions that can lead to burn out. Attracting and retaining talent is crucial to ensuring the quality of patient care and the smooth running of healthcare organisations. Here are 10 key tips for attracting and retaining talent in this vital sector.
In an increasingly competitive and constantly evolving job market, recruitment in the Tech and IT sector represents a unique challenge. To successfully attract and retain the most qualified talent, it is essential to master the subtleties of this constantly changing field. Discover the 10 essential keys to successful recruitment in this strategic sector, from accurately defining talent requirements to creating an unforgettable candidate experience.
The insurance sector holds significant weight in the financial industry. Its revenues are projected to reach $7.5 trillion globally by the end of 2025. However, it faces a major HR challenge linked to the aging workforce and the looming threat of an unprecedented labor shortage. According to the United States Bureau of Labor Statistics, 50% of the current workforce in the insurance sector will retire in the coming years, leaving over 400,000 vacancies. Therefore, insurance companies must rejuvenate their workforce to remain innovative and competitive in the market. However, the sector does not appeal to the younger generation, who show little interest in pursuing a career in insurance. What strategies can insurance companies employ to attract, recruit, and retain young talent?
The insurance sector suffers from an unattractive image and reputation among Millennials (born between 1980 and 2000) and Generation Z (born from 2000 onwards). It is often perceived as a conventional, conservative, and uninventive professional field.
According to a survey conducted by The Institutes, 8 out of 10 Millennials have limited knowledge of career opportunities in the insurance industry. Young people may not have subscribed to insurance policies yet, and they have minimal awareness and understanding of these products.
Young people are attracted to competitive salaries and benefits, but the banking and financial sectors as well as Tech & IT appear more attractive.
Young people seek a work-life balance offered by remote and hybrid work arrangements, but insurance companies do not always guarantee this flexibility.
Another factor affecting the attractiveness of insurance companies is a gap in the understanding of skills their employees will need in the future. Young people are eager to learn and acquire new skills to remain employable in an ever-changing job market.
Valuing corporate culture, mission, purpose, and emphasizing collaboration, career progression, flexibility, and other benefits are important. Additionally, promoting commitment to sustainable development, which young people are highly attuned to, is a plus.
The insurance sector offers a wide range of careers (agent, broker, claims adjuster, risk manager, data analyst, cybersecurity expert, etc.). It is important to promote these career options to young people, so they are aware of all the opportunities available.
Insurance companies now offer most of their services through mobile applications (claim submissions, video downloads for claims assessment, inspection planning, claims process tracking, etc.) and utilize Artificial Intelligence (AI) to streamline their processes. Promoting the use of technology in the industry can attract tech-savvy young talent.
Social media is important and relevant for the younger generation. Insurance companies can benefit in promoting their job offers, internships, and compelling content about insurance careers on social networks (LinkedIn, TikTok, Instagram).
Once recruited, it is crucial to support and mentor new hires. Having mentors who will help new recruits network and advise them on progressing in the sector is a real asset.
It is essential to emphasize job stability in the sector and enable young people to acquire the skills they need to perform and adapt to market changes, offering them career advancement opportunities.
Millennials and Gen Z have begun to dominate the job market. These dynamic new talents seek the energy and flexibility that many industries offer. It is important for insurance companies to consider their expectations and capitalize on this pool of talent to address their deficits in human resources and skills that threaten their business.
In the banking and finance sector, talent management plays a crucial role in maintaining competitiveness and innovation, and responding to shifts in the market. Here are 10 key points to ensure the long-term success of your talent in this field, from assessing skills (such as critical thinking, a crucial soft skill in banking) to well-being at work.
The success of a company in the retail sector depends to a large extent on the quality of its teams, especially in a field where turnover is high. Recruiting the right talent is therefore crucial to maintaining sustainable competitiveness. Here are 10 tips to recruit effectively in Retail, to optimise your recruitment process and attract the best talent to strengthen your team and boost your company's growth.
With their experience in the Tech & IT sector, working at a digital services company (ESN) and then as a partner at a digital sector-focused headhunting firm for Estelle Calestroupat, currently a Work Psychologist and Key Account Consultant at Pearson TalentLens, and 5 years at Cisco, a globally renowned IT company, for Anna Ballerand, current HR Manager of Pearson France, they have agreed to share strategies to better attract, recruit, and retain employees in this sector.
To better recruit talents in this sector, support their skill development, and career progression, HR professionals can use psychometric tests: personality and values inventories, intellectual aptitude tests, critical thinking assessment tests, as well as motivation and professional interest questionnaires.
They allow them to:
Due to increased demand for care, healthcare staff face high workloads, irregular schedules, and stressful situations. This often leads to professional burnout and high staff turnover rates, compromising care quality and job satisfaction. What strategies can be implemented to preserve the mental health of medical personnel?
According to the WHO, professional burnout is "a syndrome resulting from chronic workplace stress that has not been successfully managed." Several factors contribute to this:
Staff shortage: In the medical sector, all positions must be filled to care for patients. Staff shortages result in overtime and increased workloads to manage a higher number of patients, leading to physical and mental fatigue, decreased productivity, medical errors, absenteeism, and departures.
Innovation: Besides constant advancements in medications and treatments, the medical sector increasingly relies on technology to modernize equipment and surgical techniques. Staff must adapt to these innovations while maintaining transparent and connected patient relations, adding to stress.
Exposure to risks: Staff are continually exposed to health risks (infections) from contact with sick patients in overcrowded facilities where protective equipment, safe facilities, and prevention measures may be insufficient. Psychological risks also exist due to the emotional burden of the job. Patient deaths or verbal abuse can be stressful and traumatic, influencing staff well-being.
According to surveys, nursing has the highest professional burnout rate at 70%. Nurses often feel they can do more than permitted or are unable to provide adequate care due to high patient loads. Overwork triples the risk of professional burnout, leading to intentions to leave the job. About one-third of nurses (32%) consider leaving the profession, while over half of physicians and other healthcare professionals feel exhausted, stressed, and ready to quit due to factors such as staffing shortages, low salaries, mental and emotional strain, job insecurity, inflexibility, and lack of support.
Staff burnout results from both staffing deficiencies and high turnover rates, causing a cumulative effect. Burnout affects patients as medical staff struggle with emotional, mental, and physical fatigue, impairing patient relations and care.
By actively listening to staff, considering their needs, and supporting their learning and career development, HR managers can prevent burnout:
"Every member of the healthcare team is crucial to patient outcomes and experiences," says Dr. Lisa Rotenstein, Assistant Professor of Medicine at Harvard Medical School. "It's vital to remember this as we strive to optimize both patient outcomes and our staff's experiences." Healthcare staff burnout is a significant issue facing healthcare facilities and HR professionals in this sector. It is imperative to address it to preserve employee mental health and ensure exemplary care quality.
Estelle Calestroupat, Work Psychologist and Key Account Consultant at Pearson TalentLens, and Anna Ballerand, HR Manager of Pearson France, share a common background: experience in the Tech & IT sector. They have agreed to share their experiences regarding the specific HR challenges in this field.
Estelle Calestroupat and Anna Ballerand agree that the Tech & IT sector is highly dynamic and constantly evolving. While this trend isn't new, it has accelerated significantly in recent years. "Technological innovations are constant. New products, services, and solutions emerge continuously to meet the changing needs of users," notes Anna Ballerand. The attraction to this sector is undeniable. "It no longer appears reserved only for a few experts. The new generations are comfortable with technology and digital tools; it's part of their daily lives, which draws them to work in this field," adds Estelle Calestroupat.
The skills sought in the Tech-IT sector are varied and necessarily depend on the context, the company, and the position. "All these elements require, as with every recruitment process, an analysis of expectations," recalls Estelle Calestroupat before specifying that "generally, there will be expectations in terms of technical skills/knowledge (or at least an inclination towards new technologies), adaptability/learning ability, analytical skills, and transversal skills (such as organization, rigor, teamwork, communication, etc.)."
To assess these skills, HR professionals can rely on personality and value inventories, tests of intellectual aptitudes, and tests of critical thinking. "Psychometric tests allow either the evaluation of a candidate's strengths and areas for development in relation to the expectations of a position, as in the case of an assessment during recruitment, or to accompany an employee in becoming aware of their comfort zones and areas for improvement (self-awareness, understanding of their functioning) in a developmental logic," says Estelle Calestroupat.
Their advantages are numerous, adds Anna Ballerand:
Estelle Calestroupat has worked in the IT and new technologies sector for over 10 years. Initially, she worked internally at a digital services company in project management (defining competency frameworks and building evaluation processes), training for recruiters and recruiter managers, and operational recruitment (recruitment and internal mobility) for manager, sales, and bid manager profiles. She then collaborated with a headhunting firm specializing in the digital sector, again focusing on sales, bid managers, project managers, and managers.
Anna Ballerand spent 5 years at Cisco, a globally renowned IT company, responsible for recruitment and employee and manager training support, implementing social benefits, conducting professional interviews, and promoting campaigns such as Great Place To Work®.
