Fast Moving Consumer Goods (FMCG) has grown exponentially over the years to become the largest manufacturing sub-sector in the UK – now accounting for 14% of the overall industry. However, with this large growth, a skills gap developed.
Skill Gaps occur when the current workforce doesn’t possess the desired skills needed for industry expansion. This is a result of many issues such as a failure to attract young talent - especially graduates, and a lack of upskilling opportunities for current employees.
This is backed up by a report on this issue by Stream Resourcing. “This fast paced [Sic] growth, however, only increases the skills gap and it is apparent that recruitment is still a major challenge for many companies. 70% of those surveyed in The Food and Drink Report expressed difficulties in recruiting the skilled people they require. This is thought to be down to the food industry struggling to attract and retain qualified engineers and technicians at all levels, which has been blamed in part by engineers’ desire to work in more attractive sectors such as automotive or aerospace”.
In this blog, we will be probing into some of the ways FMCG can begin to close this skills gap and recruit talent with the desired attributes.
Attracting Graduates to FMCG
A 2019 article by Skeeled based on recruitment in the sector, stated that “millennials are the future of the global workforce, and FMCG companies should be in [Sic] the look for them. Even though they usually don’t have the traditional skills that companies look for, their digital knowledge and eagerness to learn, make them the perfect type of candidates to boost improvement and fast forward thinking inside companies”.
Although now in 2022, these organisations will be tackling the recruitment of Gen Z, as the new graduate generation flocks out of universities up and down the country. The point still stands that they possess much better computer and technical skills than the older generations - even millennials.
Indeed feel that “Millennials and Gen Z are both younger generations that grew up with changing technology, but they have a few differences in how they think about work and approach essential tasks”. These differences between the two are that Gen Z is used to more updated technology, optimising independent working, “using applications with algorithms that direct them to the most important and relevant information”, and prefers the use of online tutorial videos, online classes and real-world experience as an alternative to the traditional university path.
The sector can attract these graduates via career fairs and graduate schemes. Leaving university is a daunting thing, and the prospect of wading into the waters of graduate jobs can prove to be disheartening when industries that interest them seem closed off and difficult to get into. Giving young talent a transparent pathway into a large growing industry will generate interest from university leavers.
Upskilling
Upskilling can be a great way to close skill gaps without the need for increased talent acquisition efforts. Arming your current workforce with the tools required, can not only allow them to push their careers forward and strengthen their CV within the company – but it also saves time and money on recruitment drives, high employee engagement and improved individual performance.
“A culture of upskilling, on the other hand, means teaching employees new, advanced skills to close talent gaps. It involves your team members in continuous education and helps them to advance along their current career path. These employees may have worked for your organization for several years and possess an in-depth understanding of both your culture and your customers.” – Talent Guard
According to Beamery – The FMCG company Marico will focus on the following skills to upskill their current employees – not only to close the skill gaps but to also retain the talent currently in their workforce. The skills in question are:
Individual and learning needs, preferences and aspirations;
The employee lifecycle;
The leadership journey;
Future skill needs.
In conclusion, creating a hybrid team that spans many different generations is the best way to close the FMCG skills gap. Every generation holds different skills. Be it Gen Z and Millennials with their superior tech and computer skills, or older generations such as Gen X who, whilst perhaps not being as tech-savvy as their younger counterparts, hold more industry skills due to their longevity in the field. This leads really well into “reverse mentoring” throughout a business which helps with retention levels and creating an inclusive environment that adapts and has new ideas.
Creating these diverse teams, recruiting talented graduates and young people, whilst upskilling and unlocking untapped potential in current employees will set an organisation up well for success.