Headline
Council to continue developing initiatives to support recruitment and retention
Date
Fri, 04 Sep 2020
Description

The development of initiatives, projects and campaigns to help retain the council's committed and experienced staff and to recruit new employees will be at the heart of the council's drive to become an employer of choice and to create a modern workplace for a modern workforce.

In a report to the Everyone Matters Board, chaired by chief executive Caroline Lacey, plans for embedding recruitment and retention practices into business as usual across service areas were presented.

The report also highlighted the recruitment and retention work undertaken throughout 2019 and into 2020 - before the COVID-19 pandemic - outlining some of the successful projects and initiatives that have been launched.

These included:

  • simplification of the recruitment process
  • support for managers in the recruitment process
  • development of a jobs and careers website
  • staff suggestions email inbox
  • Text the Chief
  • new online induction programme
  • promotion of management apprenticeship qualifications
  • expansion of Shop & Save offer and promotion of non-pay benefits.

These initiatives and others, developed by the recruitment and retention project groups, have had positive results, including:

  • a year-on-year increase in applications for posts across the directorates of adults, health and customer services, communities and environment, planning and economic regeneration and children, families and schools
  • an increase in applications from people under the age of 24, from 846 in April 2018 to 1,539 in April 2020
  • an increase in applications from female applicants, from 3,884 in April 2018 to 5,124 in April 2019
  • an increase in applications for vacant head of service roles, including 29 for one recent post advertised.

Caroline said: "I'd like to thank all those staff across the council who worked on our recruitment and retention agenda. Their efforts over the past 18 months have seen the development of lots of new initiatives that are helping the council achieve its aim of being a modern workplace for a modern workforce.

"The work has yielded positive results in terms of increased applications for vacant posts, including for hard-to-recruit-to positions, the making of a number of temporary contracts into permanent ones - where it has been possible to do so - and the roll-out of various new non-pay benefits for both current and new staff."

It has now been agreed that the work of the recruitment and retention project groups will become part of the council's day-to-day activities, with further work planned for ambassador schemes, promotion of learning and development opportunities and a continued push of the new recruitment campaign, Get In.

"The coronavirus pandemic has resulted in different ways of work - with a greater focus on outcomes rather than presenteeism and also on working in a more remote and agile way," said Caroline.

"Through our organisational recovery work, which will be overseen by the Everyone Matters Board, we will look at how we can incorporate some of the learning from the pandemic into how we work and look at how we can use this to improve work/life balance for the benefit of our current staff and for new employees."

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