Our sector, like many others, is faced with the challenge of an ageing workforce and attracting new talent into what might be seen as a more specialised vocation. We work to help preserve traditional furniture-making skills while introducing modern manufacturing techniques and technologies. So, investing in a pipeline of skilled younger workers has always been a key part of the company’s workforce strategy.
Our experience has shown that the most successful recruitment strategies focus on potential, investment in training, and building strong partnerships.
Don’t wait until you have a vacancy
SMEs should build recruitment into their annual business planning rather than treating it as a reactive exercise. One of the biggest mistakes businesses make is only recruiting when someone leaves. Building relationships with local schools, colleges, careers advisers and community groups creates awareness of your business and helps build a pipeline of future candidates.
Jobcentre Plus can help introduce employers to people looking for work or considering a career change, broadening recruitment beyond traditional advertising. For ercol, this support has helped us to reach a diverse range of motivated young people, increasing awareness of careers in furniture manufacturing and attracting candidates who may not previously have considered an apprenticeship or a career in the sector.
Recruit attitude, train for skills
Many candidates may not arrive with all the skills, qualifications, or confidence required for a role, but this should not be seen as an obstacle – technical skills can be taught through good training, but a positive attitude and strong work ethic can’t. Our experience has shown that these qualities are often far more valuable.
There are excellent programmes available to help develop technical skills, such as the Youth Guarantee scheme offered by Jobcentre Plus. These initiatives provide work experience and training opportunities, allowing employers to see if a candidate is the right fit while helping young people gain recognised qualifications and practical skills.
Make your business visible and accessible
Lack of awareness can be a huge barrier to recruitment. Many young people simply don’t know the careers available within manufacturing or other specialist industries, so it is the business’ role to change this by opening their doors. Factory tours, open evenings, careers fairs and school engagement all help potential recruits understand what your business does and where they could fit in.
We’ve also found that showcasing real employee stories can make a significant difference. Sharing authentic stories helped demonstrate that apprenticeships are open to people from a range of backgrounds and career stages, while highlighting the opportunities available through work-based learning.
Build partnerships, not transactions
Working closely with organisations such as Jobcentre Plus, apprenticeship providers and local education partners, gives us access to expertise, candidate networks and structured training programmes that would otherwise be difficult to develop independently.
We’ve built long-standing partnerships with organisations including the Engineering Training Trust (ETT) and Rycotewood Furniture Centre. We also work with the British Furniture Association to promote careers across the wider furniture sector. These relationships have helped us create stronger development pathways and ensure young people receive the support they need.
Think long term
Training should be a long-term investment. By providing opportunities for people to learn, develop, and progress, businesses can address their own skills needs while creating loyal, capable employees who add value to the organisation.
Young people bring fresh ideas, new perspectives and enthusiasm while helping businesses preserve valuable skills and embrace new technologies.
By utilising government schemes offered through Jobcentre Plus, we have been able to help individuals overcome barriers by investing in training, mentoring, and educational support, developing them into skilled, long-term employees within the business.
