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Inability to Attract and/or Retain - Coggle Diagram
Inability to Attract
and/or Retain
Context
setting
Last 10 years
Not high performance
Not output required
Normalising
Waiting for RW
However...
Requirement has now changed
Historical low attrition
Shift to production focus
Gate zero for RW
40% retire in next decade
CSR / ESG agenda
"Mission" no longer
the pull it was
to hire
or retain
Demands
on the deal
The work I do
The environment I work in
Where I do work
How I'm led
Labour
Market
12 consecutive months of vacancy increases
UK unemployment down to 3.9%
Economic Inactive up to 21.3%
Active job posts ~30% above pre pandemic levels
Neil Carberry,
CEO of REC:
Those firms that are meeting their needs are working more collaboratively with their recruiters to get their offers to candidates right.
Recruiters are filling record numbers of posts, but demand is still rising.
Candidate availability has now been dropping for a year, which shows the scale of the labour shortage the UK faces.
Nuclear investment = competition
Innovation
threat
SpaceX
Fusion
Climate challenge
Huge IPD requirement = hot skills
Brand
AWE
Hidden / Unknown
GlassDoor
x157 reviews at 3.2
BAE = 1,300 reviews at 3.9
RR = 4,000 reviews at 4.0
Thales = 4,700 reviews at 3.8
CV pride?
Grad perception...
Digital Reach
Environment (Hub)
Employee confidence / trust
Think
Drastically
Different
Why join AWE - what is our pull?
9 day fortnight !
Why come to this site? Alternate location?
Why nuclear
Why defence
Already doing
Brid James Cooke (CASTLE)
SC Expos
Schools outreach
CTP / Pathfinder
Officers Association
STEM returners
PLUS
Brand review is underway (Janine joins end of month)
Location Business case in June
Reward framework review is underway
Culture work + Engagement
SWFP has to be our start point
Armed Forces Covenant...
Building relationships (DSLT, NNL)
Performance
~1,000 hires per annum with 600 external hires (25% female)
Required outcomes
from session
Acknowledgement this is a RED hot issue
