Recruiting and retaining young people is a challenge for the office supplies sector, but there are ways to bring in new talent and ensure they stay for the long-term
For Mike James, attracting, training, motivating and retaining young people in the office supplies sector has been a passion for many years. “In 40 plus years at Esselte and Wiles Greenworld we employed many talented young people. I regret that so few stayed,” he says.
This has been a problem for many OS companies over the years, and recruiting young people, especially with competition from a myriad of other sectors, can be difficult. “In more recent years, at Prima, we have a superb record of employing, developing and retaining young talent, with current MD Ian Buckley being a great example,” Mike continues. “This has been achieved by utilising apprenticeship schemes, together with identifying talent in the local community.
“We also ensure that, once they become a team member, they are valued, mentored, motivated and see career progression. Prima also never forget that, most importantly, everyone should enjoy working for the company.”
Mike adds that the Worshipful Company of Stationers has, in recent years, supported members with advice on apprenticeship schemes and how to utilise the apprenticeship levy. “We are currently working with leading companies in the workplace supplies channel OS companies and are confident of achieving the same positive results that we have seen in the packaging and newspaper sectors,” he says. “Also, sometimes us ‘elder statesman’ of the industry need to take more pride in our sector. It’s a great industry that has continued to reinvent itself over 600+ years – and has offered us a great living with a lot of fun along the way!”
Apprenticeships
Apprenticeships are increasingly seen as an important route into the industry for young people, as Karly Lattimore, managing director of BOSS Federation explains. “Apprenticeships are massively important,” she says. “Businesses are really looking at bringing new talent into the workforce currently, whether that is because of an ageing workforce, the skills gap, or post-pandemic fatigue and losing staff – but apprenticeships are really on the up at the moment.”
Karly points out that an apprenticeship is now seen as a credible alternative to a university degree by young people, and is something dealers should consider investing in. “An apprenticeship is an investment from the employer in the young person,” she says. “They get the qualification – and that’s investment from the employer through the apprenticeship levy and wages – it’s a step on the career ladder, rather than just a job.”
It does pay off in terms of loyalty from the young person too, Karly says. “Looking at the data we have from the past couple of years, we had about 650 people who had been on one of our programmes; 96% that complete an apprenticeship stay with the same employer, and most go on to get pay rises and promotions, so it is the start of a career.
“Employers tell us that apprentices bring new ideas, skills and mindsets to their workforces. It is really encouraging; apprenticeships are getting the exposure they have needed for a long time.” Karly adds that employers are also using apprenticeships to upskill existing staff. “They might have someone who has progressed over some years, and knows the business, but doesn’t necessarily have the leadership skills,” she says. “We have seen people put on apprenticeships in work for management, supervisor or senior leadership to give them the theoretical knowledge to go with their practical skills.”
Mind your language
For those not thinking about the apprenticeship route, Adam Gadenne, a specialist recruiter for the OS industry with Knight Street, advises businesses looking to attract and retain talented young people to think about the language used in recruitment drives.
“Employees of a younger generation generally have a limited affinity with traditional stationery products,” he says. “However, the term ‘office supplies’ has radically evolved over the past five years with the introduction of many new categories, together with innovative new marketing tools and technologies to bring these products and services to market.
“To compete in a highly competitive, candidate-driven, job market, in my opinion the industry needs to place greater emphasis on the more modern-sounding classification of ‘business supplies’ which, with further explanation, will come across to your typical 18-30-year-old as potentially a more ‘sexy’ and exciting industry to be involved in.”
Adam adds that there are plenty of more experienced people who can also do a great job; many of his recent placements have involved candidates from outside the industry, with the majority joining a business on a medium or long-term basis, and often advancing within.
Grow your own
Other companies, like Spectrum, have come up with their own solutions to recruitment issues. Frustrated by a steady stream of recruits that didn’t meet the company’s high standards for selling, the company decided to ‘grow their own’ salespeople and set up the Spectrum Campus to deliver bespoke training, as managing director Rob Cavill explains.
“We came up with the idea in 2018 because we had had some success with talented individuals who had come through the door without any preconceived ideas of selling; we were able to train them into the way we wanted them to work,” he says. “So we came up with this idea of formalising it, and creating a professional selling skills programme.
“This is led by our head of learning and development, Jane Harper, who was head of L&D at Canon UK. She has devised a curriculum that we see as a real alternative to university or apprenticeship for a sixth form leaver, or graduate, to look at as a viable option for a career.”
Rob says that, when Spectrum advertised the course, they had more than 200 applications for the six places on offer. After a rigorous process, which included interviews and psychometric testing, six candidates were chosen. While the course was designed to last a year, the first cohort took 18 months, due to COVID. “They spent a lot of time in the classroom, and we had a lot of third-party guidance – our bank, accountants, lawyers, leasing companies came and taught these youngsters what it is like in the world of business rather than ‘Here’s a printer; go and flog it’. It’s a scientific approach to selling.”
Rob adds that four young people from the programme were given permanent roles in the sales team in May 2021. They now have their own sales targets but are still mentored by senior colleagues. “The results of the programme were beyond our dreams as four made the grade and are now financially contributing.” Spectrum are now taking on two more cohorts to start the training programme in September, with six places on offer at its Hull office, and a further six at its Newcastle base.
Retention
Recruitment is often only half the battle – retaining talented employees is also important. “The whole employee experience is now a critical factor; employers should strive to make the workplace a professional, friendly, dynamic, flexible – and generally a great place to be, not just from a financial perspective but also from a personal development perspective – for example, regular appraisals, training, career mapping, inclusion etc,” Adam says.
“During the past 18 months other factors have come into play, such as remote or hybrid working. Employees also expect much more – better technology to support flexible working, policies which support wellbeing, diversity and inclusion and an environmentally conscious culture.
“No-one wants to work in a miserable environment; motivate your employees with regular incentives, team events and reward and celebrate success – whether it’s the delivery driver who is prepared to climb the extra flight of stairs, or the salesperson who’s smashed their target – make your employees feel valued.
“As contented, highly motivated individuals, they will be less inclined to engage with recruiters like me.”
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