Attracting & retaining creative talent. Part one.

Last week I attended an event organised by Creative England & the IPA, which discussed the challenges the creative sector faces in attracting & retaining talent.

Positively, we’re recognising the challenges and the informative event highlighted some solutions.

1. Training & development over monetary benefits

Ollie Purdom, Director at Pitch Consultants, a specialist recruitment agency for the Creative industry – shared recent candidate research which showed the number one driver for employees moving roles is training & career development opportunities. Whilst money is important, employees place greater emphasis on investing in their longer term career development.  

Joel Blake, Consultant Mentoring & CSR specialist, supported this by encouraging employers to empower staff to contribute to the wider business success, outside of their direct job role. He explained that if employees were given the exposure to different areas of the business and encouraged to share thoughts & experiences, they would have a vested interested in supporting the success of the wider business strategy.

2. New skills are in demand and in scarce supply

Roles within the creative industry have changed dramatically in recent years, largely due to the emergence of new technologies. A fact widely acknowledged is that the number of people with relevant skill sets and work experience, in particular for digital and technical roles, does not match the demand from employers. 

So what’s the solution?

Noel Dunne, Director at Creative Alliance, works with young people across the region to secure apprenticeships and internships within creative roles. He talked about educating young people to help them understand how the skills they have already developed are relevant to a wide variety of roles within the creative sector, therefore attracting a larger number of people to roles within the industry.

As proof that engaging people at this first step in their creative careers is successful- Noel stated that over 80% of the interns & apprentices his teams have worked with, have gone on to full time employment.

Ollie & the team at Pitch are also tackling this issue head on with their B-Hive initiative – a not for profit scheme to identify the best emerging creative talent in the region. The programme educates young people on the wide variety of opportunities within the creative sector, inspiring them to choose a career within the industry.

Stay tuned later in the week for Part two!

By Bridget Leonard, Marketing Executive

This entry was posted in Work placement, tagged Communication, Engagement, Talent acquisition and posted on October 5, 2015

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