Roy Graves, Technical Manager at furniture manufacturer ercol, shares five ways furniture manufacturers can build a future-proof workforce.
Recruiting and nurturing the right talent presents both opportunities and barriers for an SME’s growth journey. Our sector, like many others, is faced with the challenge of an ageing workforce and the need to attract 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. We have learnt a lot of lessons along the way:
- 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 long before vacancies arise. It also helps build a pipeline of future candidates.
Jobcentre Plus can help introduce employers to people looking for work or considering a career change, broadening your recruitment reach beyond traditional advertising. For ercol, this support enabled us to reach a diverse range of motivated young people and in turn, has increased awareness of careers in furniture manufacturing and helped attract 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. For the technical skills, there are excellent programmes out there, such as the Youth Guarantee scheme offered by Jobcentre Plus. These initiatives provide valuable work experience and training opportunities, giving you chance to see if a candidate is the right fit. Through the scheme, we’ve been able to help young people gain recognised qualifications while developing practical skills on the job.
- 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, and 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 showing the real opportunities available through work-based learning.
- Build partnerships, not transactions
Working closely with organisations such as Jobcentre Plus, apprenticeship providers and local education partners, we have been able to access 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 allowed us to 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 not only address their own skills needs but also create loyal, capable employees who add value to the organisation and grow professionally.
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.
