FMCG is fast-paced and highly competitive. So, it’s no surprise that talent acquisition in this sector is just as competitive. The moment brilliant people start looking for a new position, scouts and recruiters are all over them!
Exceptional talent gets snapped up quicker than the latest trending products! If it’s your job to hire an expert team of in-house marketing experts in the FMCG sector then you already know how tricky it can be to be a scout in this sector! So, here are six innovative approaches to talent scouting in FMCG for in-house agency managers and anyone else in the industry for that matter!
The Importance of Talent in FMCG
Talent is the backbone of any in-house FMCG agency. From junior content writers to senior graphic designers, finding the right people with the right ability, knowledge and expertise to support your current team is frankly exhausting!
Every aspect of an FMCG business relies on skilled professionals to drive efficiency, creativity, and growth. The rapid turnover of products and the constant need for fresh ideas mean that hiring managers need to be incredible at talent identification so they don’t miss out on the best talent!
Traditional Talent Scouting Methods
Historically, FMCG companies have relied on traditional methods of talent scouting, such as campus recruitment drives, job fairs, industry networking events and recruitment software.
While these methods were effective for many years, more is needed in the current digital age. Let’s face it, the best social media managers in the sector probably aren’t hanging out at job fairs!
The rise of technology and changing workforce expectations necessitate more innovative approaches to finding and attracting the best candidates. So, here are some of the best ways to hire for your in-house agency.
Innovative Approaches to Talent Scouting
Social Media Recruitment
Want to find the best social media experts in FMCG? You need to go to them! Social media platforms like LinkedIn, Twitter, and even Instagram have become powerful tools for talent scouting. FMCG companies are using these platforms to engage with potential candidates for their in-house agencies, showcase their company culture, and advertise job openings. Social media also allows companies to reach passive candidates who may not be actively looking for a job but are open to learning about new opportunities.
Social media allows companies to form relationships with potential candidates from all sorts of industries, show what life at the company looks like and show the human side of the business – your employer branding in other words.
Plus, it increases awareness of the company. All of this ensures that when the best talent is looking for work, they know who you are, what you represent and where to contact the business!
Employee Referral Programs
Employee referrals are a tried-and-true method of talent scouting. Already have amazing talent in your in-house team? Well, lean on the talent that you have to recommend people that they trust to the job exceptionally well.
In-house agencies at FMCG companies can use employee referrals to tap into a reliable and vetted talent pool. This can often lead to higher employee retention rates as referred candidates tend to have a better understanding of the company culture and job expectations. Plus, they’ll have the inside scoop from their friend on the team about what the company is like to work for.
Virtual Career Fairs
While we said earlier that top talent isn’t hanging around job fairs, they might be virtually. The COVID-19 pandemic accelerated the adoption of virtual career fairs. These online events allow FMCG companies to connect with a global pool of candidates without the logistical challenges of traditional career fairs. Virtual career fairs are cost-effective, offer greater flexibility, and can attract a more diverse range of candidates.
So you can meet and scout potential candidates for your in-house agency in the comfort of your office or living room – which is rather appealing, I’m sure you’ll agree. Seriously though, it allows you to choose from a larger pool of people (as long as you’re open to remote working) and target talent from around the world that is perfect for your in-house agency. There are other ways to take advantage of talent around the world too, more on this in just a bit.
Collaborating with Educational Institutions
Forming partnerships with universities and vocational schools is another innovative approach to talent scouting. In-house FMCG agencies can collaborate on curriculum development, provide internships, and participate in campus events to identify and nurture young talent. These partnerships ensure that graduates are well-prepared to meet the specific needs of the FMCG industry.
This is particularly appropriate if you want junior members of the team that you can develop and grow into masters of the marketing craft with on-the-job training and development.
Leveraging Data Analytics
Data analytics has become a game-changer in talent scouting. FMCG companies are now utilizing advanced analytics to identify potential candidates. By analyzing patterns in candidate behavior, career trajectories, and skill sets, companies can pinpoint individuals who are most likely to succeed in specific roles. This not only speeds up the hiring process but also ensures a better fit between the candidate and the company.
The Role of Offshoring in Talent Scouting
Offshoring has become an integral part of the talent strategy for many FMCG companies. By tapping into a global talent pool, companies can access specialized skills and reduce labor costs. Offshoring also allows companies to establish a presence in emerging markets, which can be crucial for growth. Here are just some of the advantages of offshoring for in-house agencies in the FMCG sector:
Access to Diverse Skill Sets – Offshoring marketing tasks enables in-house agencies in FMCG companies to access a diverse range of skills that may not be readily available locally.
Cost Efficiency – Offshoring allows FMCG companies to optimize their budgets while still acquiring top talent which is perfect if you have a small marketing budget or want to maximize output without pushing costs up.
24/7 Operations – By using talent in different time zones, FMCG companies can ensure round-the-clock operations. So, if your marketing team is on a tight deadline, you can have a team of talented people working around the clock to get production projects completed on time
The benefits continue when we start to look at Smartshoring®. This is what We Are Ament specializes in. It’s an evolution of offshoring We have offshore production hubs who have access to the latest technology and work alongside in-country account managers, who ensure cultural alignment and communication… It’s seamless, it’s easy, it’s Smartshoring®.
Talent Scouting and Smartshoring®
By leveraging data analytics, social media, employee referrals, virtual career fairs, and educational partnerships, FMCG companies can effectively identify and attract top talent. Keeping them can be another matter! Thankfully, our why your top talent leaves and how to stop them blog post can help you keep hold of your rockstar staff after you recruit them.
Smartshoring® offers in-house agencies in any sector a strategic advantage by providing access to a global talent pool and cost efficiencies. Whether you need help while you scout for your in-house team, or want to produce more content while still delivering high-quality assets, Smartshoring® is here to help.
As the FMCG industry continues to evolve, companies must remain agile and open to new approaches in talent scouting and working to sustain growth and success. So, to find out more about Smartshoring®, get in touch today.
