Randstad’s Paul Robinson explains how an employer’s broadened perspective can refill the loss of engineers in New Zealand.
We know that our Generation Y New Zealanders will increasingly look for opportunities abroad. Last year alone, it was found that well over 80,000 Kiwis crossed the ditch and the engineering sector is one profession which significantly suffers from this loss of skilled labour.
The ‘grass is greener’ mentality means they will continue to migrate across the Tasman. It’s something we just have to accept.
Yet while this mentality and the ongoing overseas opportunities continue to drain our talent, we need to realise the opportunities we have sitting on our doorstep. The most obvious being the mature age workforce.
For some reason this is a pool of talent that is consistently overlooked, yet it’s one great solution to counter the brain drain. We just need to change the mindset of the majority of organisations in New Zealand by helping them better understand the benefits of employing people over the age of 45 years. Christchurch businesses are already realising the benefits and the opportunities for work for mature age engineers will continue to grow. There is a pull for talent, and not just any talent, but mature, experienced professionals whose job it will be to rebuild the city, from the ground up.
This is just one example of many, and we are committed to helping organisations see the plethora of opportunities right on our doorstep. Expanding perspectives around the optimal age bracket in which to employ is fundamental to retaining engineering talent in New Zealand. Employers who open themselves up to embrace the mature workforce will see real benefits from a group of people who are low flight risk, bring a wealth of industry experience and know-how to the role.
Squashing the ever-present stereotypes or ‘ageism’ that (all too often) employers present is vital in broadening perspective. There is no longer any room for assumptions, for example many employers might assume mature-age workers are more likely to be off sick, but research proves the opposite is actually the case. Mature age workers have years of work experience, many of whom have worked in diverse markets and are likely to have travelled.
Research conducted by specialist recruitment and HR services provider, Randstad, also shows the older workforce prefers flexible working opportunities and the chance to gain a mentoring role within their position, whereby they would help pass on skills and encourage greater engagement between older and younger employees. Offering employees these simple opportunities will ensure a more satisfied workforce that is engaged with their current position.
Knowing what gets them out of bed in the morning and drives them to perform can help broaden perspective too. Talk to your employees and gain a fundamental understanding of what drives them – it’s that fire-in-the-belly attitude that you’re after and this will only be uncovered by allowing fluid communication in the workplace, on all rungs of the hierarchical ladder. This will be key to workforce planning and managing of talent.
We’re not trying to stop the brain drain, nor are we attempting to reverse it, but balancing the concept with a broadened perspective and positive outlook on the talent and opportunities that we already have in New Zealand will ensure we retain an engaged and motivated workforce, no matter what their age.
For more information:
Visit: www.randstad.co.nz
