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How to Attract & Retain Talent Within Field Service
This document discusses strategies for attracting and retaining talent in the field service industry. It notes that the current workforce is aging, with over 30% of engineers over 45 years old, so there is a need to attract younger talent. When hiring, companies should focus on competencies rather than just qualifications to find the best long-term fit. The document also emphasizes the importance of understanding engineer motivations, such as competitive pay, training, and career progression opportunities, in order to retain top talent as the candidate market has become increasingly driven by employee choice. Regular communication and enhancing an employer's brand are also recommended for talent retention.
How to Attract & Retain Talent Within Field Service
- 1. How To Attract and Retain Talent within Field Service Tom Mills –Manager – Business & Field Services
- 2. Agenda • Concept Introduction – What do we know? •Hiring strategies – Competencies vs Qualifications • Ageing Workforce – Requirement for younger talent • Retaining Talent – Engineer motivations • Enhancing your Employer Brand – Case study
- 3. Who are we? • UK leading independent provider of field service recruitment services •17 years experience operating in the Field Service Market • Fortunate, unbiased position • 500 Field Service Engineers placed last year
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- 5. Hiring Strategies –Competencies vs Qualifications
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- 14. Example Our client is seeking an experienced Medical Device FSE who is manufacturer trained on Phillips Ultrasound equipment. Mainly in Central Londonbut could involve travel outside of the city.
- 15. Which engineer would you hire? Which engineer is more likely to get hired based on the current market? Which engineeris adding the most value to your team long term? Rob is also a Medical Device FSE • Trained on Ultrasound equipment (not Phillips) • Career motivated, wants to learn and progress • 10 years experience – 6 years, 4 years. • Will travel wherever required. Bradley is a Medical Device FSE • Fully trained on Phillips Ultrasound equipment • Money motivated • 10 years experience, 3 jobs in last 2 years • Won’t travel outside of London
- 16. Field Service Engineer Core Competencies 80 100 60 100 80 80 55 70 90 85 20 0 40 0 20 20 45 30 10 15 0 20 4060 80 100 120 SELF-MOTIVATION TENACITY ORGANISATION STUDENT MENTALITY PRO-ACTIVE AMBITION SPOKEN COMMUNICATION ANALYTICAL CUSTOMER FOCUS ADAPTBILITY Trainable Innate
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- 18. Emerging Talent inField Service
- 19. Less than 10% of the 500 engineers we placed last year were under 30 Over30% of these engineers were over 45
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- 33. Retaining Talent What are the most important qualities you look for from your employer? 0 1 23 4 5 6 Friendly staff/team Good ethics Competitive salary Good training Career progressions Working on 1-2 manufacturers Small geographical area
- 34. Retaining Talent Which benefits are most important to you? 0 12 3 4 5 6 Holidays Type of vehicle Overtime Pension Life cover Fuel card Walking allowance
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- 36. Enhancing your Brand •What do you offer that your competition doesn’t? USPs? • What is the culture of your business? • What progression opportunity can you offer and what examples can you champion • How does your business look from a social media perspective? • Best source of information is from candidates • How deep do you explore past employment – Benefits, Service Structure?
- 37. Case Study • Household brand name –Over 100 engineers • Tarnished brand • Meeting with senior management to discuss what the competition was doing • Everyone should want to work for us! • New drop box system, interview structure, screening process, benefits, service structure • Employers must be adaptable in candidate driven markets
- 38. Thank you forlistening Q&A Contact – tom.mills@conceptresourcing.com