Talent Acquisition Strategy in the Consumer Products Industry

Revamping your talent acquisition strategy

The consumer products industry faces high turnover due to inflation and the cost-of-living crisis. Talent attraction and retention remain a pressing issue as workers seek competitive wages, work-life balance, and alignment with personal values.To hire and retain the best employees, the consumer products sector must transform its talent attraction strategies. This transformation cannot be complete without authentic Environmental Social and Governance (ESG) commitments and a people-first approach to candidates.

What makes a good talent acquisition strategy?

The answer is: Embracing authentic ESG commitments.

Future-proofing the success of any business requires well-rounded ESG strategies. According to PwC, 86% of employees prefer to work for companies that share their social and environmental commitments.

Drawing on LHH’s experience with consumer products clients, let’s focus on the social impact that consumer products can have on local talent communities.

Supporting disadvantaged local communities

For a leading global food manufacturer operating in Brazil, we were tasked with revamping our client's talent strategy. We conducted a thorough talent mapping exercise, focused on hiring for entry-level positions, and established a close collaboration with Brazilian non-governmental organizations (NGOs). As such, LHH was able to drive our client's hiring targets but also the overall employability of disadvantaged individuals in the region.

Crafting compelling job ads

At LHH, we have substantial experience in creating client-branded job ads. By designing ads that highlight the company's commitment to employee development, consumer product companies can attract candidates who share these values. This alignment in values can, in return, boost talent retention. People who are more engaged with your employer brand are more likely to stay with your company for longer.

LHH makes sure that all recruitment channels and communication are optimized for mobile devices. At the same time, we are mindful of digital adapters who are less comfortable with online tools than digital natives. We are also attentive to people whose different needs require assistance through the job application process. That is why our teams mix new and traditional sourcing channels.

Streamlining the recruitment process for improved talent attraction

To strengthen your employer brand, consider streamlining your recruitment processes with mixed sourcing methods that blend new technologies with onsite events and traditional media campaigns. This mixed approach allows you to reach more candidates. At the same time, you will make sure that no social group is excluded due to limited access to or familiarity with online tools and media outlets.

Customized talent acquisition strategies for Consumer Products client expansion

For one of our Consumer Products and Retail clients in North America, LHH was tasked with hiring over 450 people to operate four new stores in metropolitan areas. We needed to develop a customized strategy for each location. Thanks to LHH’s data and analytics capabilities, we determined workforce demographics and how the competition faired in these markets. Our teams deployed a Customer Relationship Management tool for a curated email campaign. We also launched grassroots campaigns, reaching out to career centers, high schools, universities, community colleges, houses of worship, and even local TV.

Candidate engagement proved crucial in this volatile talent market characterized by high unemployment and government subsidies. By understanding candidate behavior, LHH could create communications that focused on what mattered the most to prospective employees. These included: pay and benefits, growth and development, culture and fun.

Improving talent strategies through mixed sourcing channels

Mixing offline and online sourcing channels is an excellent way to show that you care for both digital natives and adapters. While mobile optimization is important for the success of hiring strategies, not everybody has access to mobile devices. Similarly, not everybody is comfortable with filling out an online application form. In fact, researchers proved that certain tech-powered and gamified application procedures have serious disadvantages. By leveraging onsite hiring events, LHH empowers digital adapters, mature workers, and people across all social strata to apply for our clients' roles.

Final takeaway

Embracing authentic ESG commitments, crafting compelling job ads, streamlining the recruitment process, enhancing candidate experience and employer branding are key to building a consumer products workforce. By partnering with experienced talent providers like LHH, consumer products companies can thrive in today's competitive talent landscape and drive sustainable growth and success.