with 🎙️ Lyle King - Owner & Director at Influx Search

H2Oracle: h2oracle.dww.show

Main Idea: The water industry faces a significant challenge in attracting and retaining talent, particularly due to a looming generational turnover and the evolving skill sets required in the era of digitization and automation. This challenge calls for a strategic approach in recruitment, focusing on not just acquiring new talent but also on retaining and developing existing employees.

Influx Search: Influx Search is a global recruitment consultancy and headhunting organization specializing in the water industry. They work with a wide range of businesses involved in various water applications, not limited to municipal uses but including industrial water and wastewater, as well as commercial and residential applications. Their focus is not just on recruiting new talent but also on helping businesses retain their existing employees, recognizing the value and cost-effectiveness of employee retention.

Unique Insights:

• The water industry faces a 'silver tsunami' with a significant portion of its workforce approaching retirement, creating a knowledge gap.

• The future of the water sector includes a shift towards data, digital technologies, and automation, requiring new skill sets.

• The concept of employer branding is critical in attracting talent, as many companies struggle to communicate their culture and values effectively.

Key Ideas:

• Generational Turnover: The water industry is older by an average of five years compared to other sectors, with about 50% of the UK's water engineering force expected to retire in the next two decades. This creates a large knowledge gap and a need for strategic succession planning.

• Skills Shift Towards Technology: There is a growing need for skills in digital technologies and data management in the water sector. Roles related to software engineering and customer success management are becoming more critical.

• Challenges in Attractivity: The water sector struggles with attracting diverse and young talent due to image and branding issues. There's a need for more efforts in showcasing the sector's impact and opportunities.

• Retention and Recruitment Strategy: Influx Search emphasizes the importance of not just recruiting talent but also retaining them. It's cheaper for organizations to keep their staff happy and engaged than to constantly hire new people.

• Employer Branding: Companies need to effectively communicate their culture, values, and benefits to attract the right talent. This includes creating a strong online presence and employer brand.

Summary: We discuss the challenges facing the water industry, particularly in talent management. The sector is experiencing a generational turnover, with a significant portion of the workforce nearing retirement, creating a substantial knowledge gap. The industry also faces challenges in attracting young and diverse talent, partly due to a lack of effective employer branding. The future of the water sector is leaning towards automation and digital technologies, necessitating a shift in required skill sets. Influx Search’s approach to recruitment emphasizes not just hiring new talent but also retaining and developing existing employees, recognizing the cost-effectiveness and value of employee retention.

Links:

• Influx Search Website

  
  

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