Attraction and retention strategy
There is no one right answer to address attraction and retention issues. Instead, the issues require addressing at a number of levels in a number of ways.
It is also important to consider that some issues require whole-of-industry support whilst others can be implemented from a site-based perspective.
What is clear is that most initiatives require participation from both levels to ensure success. Companies must consider that they may need to take a holistic approach aimed at fully engaging with staff to ensure that a realistic and effective strategy is adopted.
In an effort to affect the attraction and retention issues effectively, MLA in consultation with industry has developed a strategy which aims to assist industry in undertaking initiatives to formulate long-term sustainable changes.
Strategy framework
Any initiative must be supported with a long-term strategy and a plan that is well resourced from a financial and human resource perspective. Current perceptions need to be challenged and a positive and sustainable shift in culture sought. The strategy focuses on three main areas and then subsets of these:
- Increasing the pool of potential employees
Considering that many external factors are reducing the traditional pool of potential employees, it is important to consider diversifying this pool of employees. This may include over 40’s, migrants, women, people with disabilities (both mental and physical), as well as considering sharing a pool of employees with other transient workforces such as fruit picking.
- Marketing, attraction and retention strategies
Whilst it is important to diversify the pool of potential employees, it is also important to market the industry such that the traditional employee groups will also be attracted. Methods of promotion and advertising must be considered as well as the first impressions these people have of the industry. This will determine whether they stay and also what the community perception of the industry is. The interview and induction phases are crucial to identify employees best suited to the industry as well as allowing potential employees to make good decisions about their future.
- Improve workplace culture and design
Once employees are working on-site there are a number of crucial factors to determine whether they will stay or leave via the revolving door. A number of workplace culture and design issues will have a massive effect on this decision.
Further information
MLA is currently working in partnership with industry groups, state government bodies and individual sites to bring practical solutions to the industry.