Green Modern Financial Management Presentation

Enhancing Approaches to Attracting Candidates for Challenging Positions within East Kent Colleges Group.

Introduction. Client Challenge: East Kent Colleges Group is facing difficulties in recruiting for hard-to-fill and specialist roles, with many job advertisements resulting in either inappropriate candidates or no candidates at all. Problem Statement: The organization is struggling to attract and hire qualified individuals for specific roles, leading to prolonged vacancies and increased recruitment costs..

Aims and Objectives:. Establish personalized recruitment approaches specific to each sector and specialism. Develop "pre-service" training options to attract more people to work in Further Education and "grow your own" talent. Explore attractive, flexible, and adaptive approaches to attract and retain staff in the hardest-to-reach curriculum roles. Scope: The focus of this consultancy project is on addressing hard-to-fill vacancies for the 2023/24 academic year. ..

About East Kent Colleges Group. Overview:. Mission and Impact:.

Methodology: Workforce Planning and Forecasting. Analyze current and projected workforce trends, demographics, and labor market data relevant to hard-to-fill roles. Forecast future staffing requirements for hard-to-fill roles based on data analysis. Develop long-term recruitment strategies and talent pipelines to proactively meet anticipated staffing needs. Steps involved: Analyze internal workforce data (current employees, attrition rates, retirement projections). Study external labor market trends (supply/demand, demographics, economic factors). Identify critical roles and future talent gaps. Forecast hiring needs based on gaps and business strategy. Devise strategies to build talent pipelines (e.g., partnerships, training programs). Continuously monitor and adjust forecasts as conditions change..

Current Recruitment Challenges. Hard-to-fill and Specialist Roles: Certain roles, particularly in technical and vocational fields, are consistently difficult to fill. Lack of qualified candidates or limited interest in these roles Inappropriate or No Candidates: Many job advertisements fail to attract suitable candidates or receive no applications at all. Mismatch between job requirements and candidate qualifications/experience Increased Recruitment Costs: Multiple rounds of advertising and reliance on recruitment agencies lead to higher costs. Prolonged vacancies also contribute to increased operational costs..

Responsible saving and consumption strategies. Plumbing​ Electrical​ Construction​ Computing​ Engineering.

Key Performance Indicators​. Percentage of roles recruited successfully through 1 recruitment attempt: Target: 75% Current: Average 74% (September 57%, October 80%, November 80%, December 79%) Percentage of vacancies attracting 3 or more suitable candidates for shortlisting (min. 1 external): Target: 53% Current: Average 52% (September 64%, October 47%, November 41%, December 56%).

Key Findings - Root Causes. Inadequate skills and a scarcity of suitable applicants in certain industries. Industry competition for proficient personnel. Insufficient recognition of career prospects in Further Education. View of lower pay compared to industry norms..

Comparison with Industry Standards and Exemplary Methods.

Recommendations - Personalized Recruitment Approaches​.

Recommendations - "Pre-Service" Training Options​ ​.

Recommendations - Attractive, Flexible, and Adaptive Approaches​.

Recommendations - Measuring Success. Track KPI 1: Percentage of roles successfully recruited through a single attempt​ Monitor KPI 2: Percentage of vacancies attracting a sufficient number of suitable candidates​ Use data-driven insights to assess the effectiveness of recruitment strategies and optimize processes​ Regularly review and adjust recruitment approaches based on performance metrics​.

Implementation Plan Overview. Step 1: Initial Groundwork (4 months).

Budget Allocations:. Budget Allocations: Technology Infrastructure and Systems: £120,000 Upgrading/integrating applicant tracking, workforce analytics, and talent management platforms Implementing AI/machine learning tools for candidate sourcing and skills matching Talent Acquisition and Retention: £200,000 Revamping recruitment marketing and employer branding strategies Developing and delivering upskilling/reskilling programs for existing workforce Offering competitive compensation and benefits packages Strategic Partnerships and Collaborations: £60,000 Fostering relationships with academic institutions, industry associations, and community organizations Sponsoring workforce development initiatives and diversity programs Change Management and Communications: £60,000 Engaging change management consultants and facilitators Developing and executing a comprehensive communication plan Conducting training and awareness campaigns Contingency Fund: £60,000 To address any unforeseen expenses or scope changes during implementation Total Budget: £500,000.

Resource Requirements:. Dedicated Project Management Office (PMO) with representatives from HR, IT, Marketing, and Operations Cross-functional Steering Committee for strategic oversight and decision-making External Subject Matter Experts (SMEs) and Consultants for specialized areas (e.g., employer branding, data analytics, change management) Temporary augmentation of existing HR and IT teams for implementation support Collaboration platforms and tools for effective project coordination and stakeholder engagement.

Potential Risks and Mitigation Strategies​ ​. Risk Assessment: Integration Challenges with New Technologies Potential incompatibilities with existing systems and processes Data migration and cleansing issues Skill Gaps and Training Needs Inadequate expertise to effectively leverage new tools and processes Resistance to adopting new methodologies and workflows Privacy and Data Security Concerns Risks associated with handling sensitive employee and candidate data Compliance with evolving data protection regulations Organizational Culture and Change Resistance Inertia and reluctance to embrace transformational changes Lack of buy-in and support from leadership and key stakeholders.

Mitigation Strategies:. Conduct comprehensive system audits and compatibility testing Engage experienced implementation partners and vendors Develop robust data governance and security protocols Invest in comprehensive training and upskilling programs Foster a culture of continuous learning and adaptability Secure executive sponsorship and align initiatives with organizational values Implement effective change management and communication strategies Establish clear accountability and incentive structures Leverage early adopters and champions to drive wider adoption.

Immediate actions required for implementation:. Present the findings and recommendations to EKC Group's executive leadership and key stakeholders. Secure buy-in, budget approval, and resource commitments from senior management. Establish a dedicated cross-functional project team and governance structure. Develop a comprehensive implementation roadmap with clear milestones, deliverables, and timelines. Conduct organizational readiness assessments and develop a change management strategy. Launch communication and awareness campaigns to engage impacted stakeholders..

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THANKYOU. By : Jagroop Singh GILL.