Rapid change and global supply chain issues have changed the FMCG landscape. Inflation, uncertainty and a shortage of talent have made the retention and acquisition of talent more challenging than ever before.

Applying a Strategic Sourcing methodology to Talent acquisition can help FMCG startups uncover and capitalise on talent acquisition opportunities.

Opportunity Assessment: Market Intelligence & use of competitor insights

Industry-wide talent shortages have changed the talent landscape since the pandemic, other markets are vying for the workforce you traditionally attract. 

Understanding who is competing for the talent you want to attract and how their hiring strategies have evolved provides you with a realistic view of what it will require to engage and attract key talent.

More than ever, FMCG businesses will compete with other industries for product development, buyers and salespeople.

Category Analysis: Segmenting by skills

Organisations are becoming increasingly digitally reliant. Most businesses are becoming more digitally reliant. Segmenting key roles by skillset rather than job function allows organisations to gain a deeper understanding of which skills are critical to future growth.

This helps identify skills gaps early so that organisations can better upskill existing employees enabling them to grow with your company.

Sourcing Strategy: Clearly define your purpose and talent strategy

Talent acquisition more than ever requires a structured and holistic approach tied to purpose and company ethos.

Research from Glassdoor shows the majority (89%) of job seekers believe it’s important for employers to have a clear mission and purpose. 

Not only that, they want to see evidence of it in action and reflected in the company culture.

Go To Market: Build talent pipelines

Proactively talent pooling for future roles based on skills rather than job titles enables organisations to establish talent pipelines focused on key skills required for future jobs. 

In a talent short market, this allows for broader talent pooling from other industries rather than relying on functional experience. In some instances, this may enable organisations to hire more competitively.

Implementation: Boost internal Employment branding & prioritise employee well-being

Culture is the top priority of job seekers according to a survey from FlexJobs in the US, which revealed 56% of respondents cited work-life balance as their top priority when considering a new job, with a higher salary being second.

It’s crucial you examine how you attract, hire and treat every segment of talent in your organisation, including full-time employees, hourly workers and contractors. 

Prioritising your efforts on uniting and communicating your mission, purpose and values for the benefit of your employees will help establish a cohesive, inclusive culture that embodies them.