Six strategies to hire top FMCG talent

SHARE

3 MIN READ

Whether you’re searching for a Head of Supply Chain or National Account Manager, instability in the market and skill shortages mean brands must leverage every opportunity to compete.

FMCG businesses need to adopt relevant strategies to recruit and retain talent.
And top of the list is – your brand. Candidates are customers and your employer brand is just as important to a prospective employee as your consumer brand.

On Brand

Glassdoor found that 84% of job seekers would consider leaving their current jobs to work for a company with a better reputation.

At this point, we all know differentiating your company from competitors and sharing the most compelling story about your brand will help attract the right talent. But where do you start and what do candidates really want from your business?

SUSTAINABILITY AND MOBILITY

Let’s begin with sustainability. In 2023, top FMCG brands are taking sustainability and mobility seriously by setting ambitious goals and investing in renewable energy, sustainable sourcing and alternative transportation methods. Taking steps to reduce environmental impact and create a more sustainable future is just as important to candidates as it is to your customers.

Plant-based producer, Beyond Meat targets methane emissions by creating a meat alternative. The alternative uses about 99% less water than traditional meat. Suppliers are also encouraged to reduce logistics and transport costs to minimise their carbon footprint and reduce water, land and energy use.

Whilst you don’t need to shout this from the rooftops, your commitment to sustainability should be readily available to your audience and talent pool.

CANDIDATE EXPERIENCE

Candidate experience is critical when you’re building an employer brand. Delighted customers keep coming back for more and they share great experiences. Unfortunately, the same can be said for the bad ones. Lengthy recruitment processes, delays to receiving feedback or a final decision will all be communicated to other candidates in the market.  

To ensure every candidate walks away singing their praises – Kellogg’s, Cadbury and Heinz all provide candidates with a personalised recruitment experience, sharing development resources and providing regular communication.

Don’t lose an ideal candidate by wasting their time. Remember, you need to welcome, engage and impress them as well. And it could be as simple as giving them timely response, UK research by LinkedIn found that 83% of candidates expect feedback after an interview.

COMPETITIVE SALARIES

Offering a competitive salary is crucial when hiring in FMCG, as it can help companies attract and retain top talent, maintain their market position, and demonstrate value to employees.

FMCG is a highly competitive industry, and companies that offer lower salaries may struggle to attract the most qualified and experienced candidates. If somehow you do attract and onboard someone amazing, the risk of losing them quickly is very real.

Not only that, FMCG is known for its fast-paced and demanding work environment, and employees may be more likely to leave for a higher-paying job if they feel that their compensation is not commensurate with their workload and responsibilities.

Offering a competitive salary is one way for employers to demonstrate that they value their employees and are committed to investing in their success. This can help to build loyalty and engagement among employees, which can lead to increased productivity and higher levels of job satisfaction.

TOP TIP

Work with your consultant to get a full market map and ensure the most competitive salary is attached to your roles to future-proof your hire.

LEVERAGE TECHNOLOGY

Technology can be used to streamline the recruitment process, making it more efficient and effective.

You’ll all be using online applications and video interviews, but have you invested in an applicant tracking system? Are you reviewing data analytics? Does your recruitment partner share this data with you?

Using an applicant tracking software can help companies manage job postings, applications, and candidate communications – all valuable tools when you’re trying to get things done quickly and effectively. And by analysing data on candidate sourcing, application rates, and time-to-hire, companies can identify areas for improvement and make data-driven decisions to optimise their recruitment strategy.

Build Relationships

Regular communication with followers and ensuring a positive candidate experience, even if you’re not interested in hiring them right now, is essential to building relationships. UK research by Glassdoor found that 79% of job seekers use company reviews and ratings to research potential employers and those reviews come from every touchpoint.

Social media is a powerful tool for connecting with potential candidates and showcasing an employer brand. L’Oreal created a series of TikTok videos that featured employees sharing their experiences working for the company. The videos showcased the diversity of the L’Oreal workforce and highlighted the company’s commitment to sustainability and social responsibility. By using TikTok, L’Oreal was able to attract a younger and more diverse pool of candidates.

But you don’t have to stop there, virtual reality is another powerful tool that FMCG companies can use to improve their hiring process. Virtual reality allows candidates to experience the workplace environment before they even set foot in the door. For example, a candidate could take a virtual tour of a manufacturing plant or retail store to get a sense of what it’s like to work there.

Unilever created a virtual reality game called “Rinse, Recycle, Repeat” that allowed candidates to experience what it’s like to work in a Unilever factory. The game was designed to test candidates’ problem-solving skills and ability to work under pressure.

All of these options will help you build an engaged talent pool. Talent pooling is an important strategy for FMCG to not only attract and retain top talent, but to also reduce recruitment costs and build a diverse workforce. By building relationships with potential candidates early and keeping them engaged, companies can build a strong talent pipeline and stay ahead of the competition in the competitive FMCG industry.

Emphasise Diversity and Inclusion

Diversity and inclusion are essential considerations in a candidate-driven market with a wide range of benefits:

  • Improved creativity and innovation: Bringing together individuals with different backgrounds, experiences, and perspectives can lead to greater creativity and innovation, as employees are exposed to new ideas and ways of thinking.
  • Increased customer understanding: By hiring individuals from different backgrounds and with different experiences, companies can gain insights into the needs and preferences of a wider range of customers.
  • Enhanced problem-solving: A diverse workforce can bring a range of problem-solving skills and approaches to the table.
  • Improved talent retention: When employees feel valued and respected, they are more likely to stay with the company long-term.

TOP TIP

Candidates will always be attracted to companies where they can be themselves and have the ability to be comfortable and supported at work, sounds simple, but not every company can say this about themselves.

Talk to Denholm

The recruitment process may be a difficult one to crack but follow these strategies and you’ll be well on your way to hiring the right talent for your business. To expedite the process, feel free to give us a call on 03303 359 818.

Whether it’s scarce skillsets, elusive locations, or you just needed them to start yesterday… We are experts in hiring the talent you simply can’t find yourself.

So if you have a permanent or interim requirement, need some help scoping a brief, or you are simply looking for some up to date market insight in an ever-changing landscape, our team are ready to help.

New Spirits Division

ANDY BRADY

HEAD OF HR

Andy Brady is a seasoned HR recruitment specialist, with over two decades of expertise in the field. With a foundation in Human Resource Management from the University of Derby, Andy swiftly transitioned into specialised HR recruitment. His diverse portfolio spans FMCG, Manufacturing & Engineering, Financial Services, the Third Sector, and Supply Chain, working at all levels from entry to executive positions.

ZOE LUMSDEN

Recruitment AdministratoR

Zoe joined Denholm in 2022 as Recruitment Administrator, after working in administration roles for nearly a decade. Most recently within the recruitment industry, she joins us with experience of supporting consultants, clients and candidates at all levels. Zoe has a passion for helping people and applies her positive attitude and approachable manner to support our team and deliver the best possible service to our clients and candidates at all times.

DREW GILLIES

HEAD OF AGENCY

Drew arrived at Denholm as an award-winning creative, having headed content strategy teams for marketing/advertising agencies in the UK/USA before a successful career in HR, people and culture. He has years of marketing experience and building teams on both sides of the Atlantic, priding himself on going the extra mile for clients and candidates alike. Drew always works with passion as our specialist in account management, planning and strategy, digital marketing, full-spectrum creative and traffic/studio management.

CALLUM BEVERIDGE

SENIOR CONSULTANT - TECHNOLOGY, CHANGE & TRANSFORMATION

Callum has been working in recruitment since 2018 where he has solely focussed on the Technology, Change and Transformation market across the UK and ROI. He works closely with his clients and candidates to build long-lasting relationships across several industries, including Technology, Financial Services, Professional Services, Healthcare, Education, Public Sector and more. He specialises in engineering roles across Software, Infrastructure, Systems, DevOps and Cloud, along with Software Testing.

EUAN ARCHIBALD

SENIOR CONSULTANT - Technology, Change & Transformation

Euan has been working in the world of recruitment since 2012, working to deliver bespoke services to both clients and candidates. Prioritising ‘future-fit’ candidates for clients, he works as an extension of his client’s business ensuring great representation in the market. He consults with each client to ensure excellent candidate journeys. Euan works focuses primarily on business analysis, project management and technical support opportunities.

MICHELLE WEIR

Senior Finance Executive

Michelle is enthusiastic, practical, and adaptable – with 15 years experience across Finance. She is known for being trustworthy, hardworking, and enjoying a challenge. Michelle excels, both independently and as part of a team, bringing a methodical approach to her work. Combining a friendly and professional demeanor, allows her to effectively engage with colleagues and clients at all levels. Client and candidate care is paramount to Michelle and to Denholm.

ALANA SIM

DEVELOPMENT DIRECTOR - CONSUMER

Alana has been working in recruitment since 2012, predominately within the FMCG & Consumer markets. Having recruited in both the UK & Asia Pacific markets, Alana has a sound knowledge of local & international recruitment. Partnering with brands to attract & hire the best sales talent in the market, Alana focuses on mid to senior level Sales appointments within the Consumer space. With a strong commercial & sales background, Alana identifies and engages the best commercially focused talent for our clients.

SCOTT CAITHNESS

CLIENT RELATIONSHIP PARTNER

Scott started his career working for one of the leading Advertising & Comms agencies in Edinburgh where he spent 7 years before moving in to recruitment in 2011. As such, he is well-networked in the Marketing & Comms space across Scotland. With a friendly and consultative approach, Scott is genuinely passionate about providing a positive journey to both candidates and clients alike and believes communication plays a big part in this.  A “thinking-outside-the-box recruiter”, he is known for helping candidates portray the best version of themselves and helping clients find talent for those hard to fill roles.

ANDY MACEWAN

HEAD OF TECHNOLOGY, CHANGE & TRANSFORMATION

Andy has been recruiting in Technology, Change & Transformation since 2001. Delivering tailored resource solutions as trusted advisor to clients ranging from start-ups through to global blue-chip organisations across contract, permanent, fixed term, and managed service/statement of work solutions. He has experience providing candidates for Helpdesk through to CIO and takes great pride in providing excellent customer service and ensuring each candidate journey is a positive one. An expert in his market he can provide guidance across current market trends.

JAMES BLYTH

HEAD OF MANUFACTURING & ENGINEERING

James has a decade of experience within the FMCG sector where he has partnered with a wide range of businesses placing key appointments at all levels including Director/ Board level. Driving growth across our Manufacturing & Engineering function, James specialises in Production, Operations, Engineering, Quality, HSE, Technical, NPD and Supply Chain. With his passion and expertise in these areas, James supports candidates and clients by working closely to understand their needs and wants providing exceptional service.

ANGELA MCCANN

DIRECTOR OF GROWTH

Having worked in the recruitment industry since 2000, Angela brings a wealth of experience as a Recruitment Professional and a proven track record of delivering a high-quality search and selection service to both public and private companies in the UK and internationally. Angela believes in a partnership approach to recruitment, ensuring a detailed understanding of employer/jobseeker requirements and delivering a bespoke service underpinned by professionalism, pragmatism and strong market knowledge.

Our Community

As well as working in close collaboration with our clients, and the online marketplaces, we are active members of groups that have been established to combat illicit trade. These include the Scottish Anti-Illicit Trade Group, the European Intellectual Property Office, The Scottish Business Resilience Centre, the Anti-Counterfeiting Group, and the China Britain Business Council. Members of our senior management sit on the boards of ACID (Anti-Copying in Design), the Scottish Ministerial Trade Board, and the European Union Intellectual Property Office’s Observatory Panel for SMEs, amongst others.

Each team member nominates good causes or charities that are supported on both an individual and corporate basis. Wherever possible, we support the employee’s involvement whether through time or fundraising events.

Our Environment

We deliver purpose-driven work from an extremely welcoming environment near the City Centre. We actively encourage the responsible use of resources, from using public transport to reuse, recycling, and, of course, a minimal impact office environment. We have benefited from the advice of the Energy Saving Trust and Resource Efficient Scotland. Our waste contractor also provides us with a monthly report on volumes and types of material and the carbon emissions avoided through recycling.

Over 80% of our employees can walk or cycle to The Lair and, pre-pandemic, 10% were using public transport as their normal daily commuting mode. Without doubt, online meetings will replace considerable miles, going forward, saving resources, time and energy. Where possible, when possible, the train remains our preferred option. 

Our People

Our people are our most important asset, and their mental well-being and happiness are core to our success. We love our diverse workforce, actively embrace flexible working (even pre-pandemic!) and encourage a healthy work-life balance. We have been recognised as one of the most diverse SME workplaces in the UK and are holders of the Scottish Business Pledge which exists to promote a fairer Scotland. We have also just been included in the 2021 Culture Leaders Top 25 – an accolade of which we are very proud!

We are a fully inclusive and nurturing employer and, despite being in tech, the majority of our team are women, leading to accolades in the Computing Magazine Women in IT Awards and the Amazon Growing Business Awards. We currently represent 15 nationalities and speak 20 languages. Age is no barrier, and we recruit for attitude, providing and encouraging appropriate learning and training for each and every role.

We are also proud members of IP Inclusive, a network of professionals working to make the intellectual property industry more diverse.

Our Purpose

Our aim is to combat illicit online trade by identifying and removing counterfeits for sale. Counterfeits not only damage brands, their reputations, and revenues, but can cause significant harm to the end customer – whether as a fake toy or a fake medicine – and the consequences can be life threatening.

Counterfeiting is a significant economic and social issue.

The OECD reports that counterfeit and fake goods make up more than 3.3% of the world’s global trade. Those involved in the trade of counterfeits have been linked to people trafficking, prostitution, and drug dealing.

As such, reducing illicit trade is about much more than brand protection but also about human rights, safety, and social equity.

And this is what we do, every day.

APPLY HERE:

DATA ENGINEER

HIRING NEW SKILLSETS CAN BE TRICKY...

DOWNLOAD OUR NEW ECOMMERCE INTERVIEW GUIDE HERE.

SEARCHING FOR SALARY INSIGHTS?

DOWNLOAD OUR UK ECOMMERCE SALARY GUIDE HERE.

Communication Advisors

We’re a passionate and professional team who thrive in issue-rich environment and we’re looking for Senior Communication Advisors, Communications Advisors and Communications Executives to join their fast-growing team. 

You’ll have previous agency experience at Senior Account Manager or Account Manager level and be passionate about delivering excellent results for clients. You might be a specialist in PR and media relations who produces compelling editorial content across a range of topics and sectors or you might be a public affairs expert who understands the policy landscape and helps clients build influential relationships. Whatever your specialism, you’ll be an excellent writer, full of creative ideas, with proven client management experience and the ability to provide expert advice our clients.

Your key duties will include:

  • Supporting the key account lead with day-to-day client liaison, providing strategic counsel on day-to-day account matters when required
  • Active involvement in planning and delivering global PR, marketing and digital campaigns
  • Managing content programmes, including mapping out content themes, spotting industry trends and story angles, writing copy when required which may include opinion articles, web and social
  • Building strong media relationships, creating pitches based on your story ideas and delivering content in-to suit the client’s target media and securing opportunities
  • Planning and running client’s social media programmes, and management of their channels
  • Continuously identifying opportunities to grow brand awareness and profile our client’s businesses within their target sector through events, webinars, thought leadership
  • Producing comprehensive and timely reports on client activity 
  • Supporting in the development of client proposals to help grow or win parts of the business


In addition, to be considered for this role, you must be able to demonstrate:

  • Proven background in account handling and direct client liaison – 4 years’ minimum
  • Experience in an agency setting focusing on B2B communication or PR
  • Strong communications skills, verbal and written
  • A background in delivering creative, digitally led B2B communications such as LinkedIn campaigns
  • An innate understanding of earned media, with the ability to create stories and generate coverage across traditional media, digital and social
  • Experience working on content management programmes, with an awareness of the changing way business audiences consume information and an appreciation of search, paid and wider customer marketing activity, and how it all fits together
  • A history of working with clients in a variety of sectors is welcomed but experience in the tech and energy industries is advantageous.

Communication Lead

We’re a passionate and professional team who thrive in issue-rich environment and we’re looking to add a Communication Lead to our fast-growing team. You’ll be a trusted advisor to clients across several sectors in all aspects of communication, external affairs, marketing and issues management. Coming from an agency or consultancy environment, at Account Director level or above, you’ll report directly to the Managing Director and be responsible for a small and busy multi-disciplinary team. You’ll have first-class project management skills, be solutions-driven and excellent commercial acumen too. Alongside the senior team, you’ll work to drive the strategic growth of Aspect.

Your core duties will include:

  • Working with the MD to develop and deliver growth strategies 
  • Attracting and retaining profitable clients across a range of sectors 
  • Leading the creation and execution of strategic communication programmes
  • Inspiring, leading and developing multi-disciplinary teams
  • Developing strong relationships with clients, colleagues and associates
  • Producing high quality pitches and proposals to secure new business 
  • Curating, nurturing and managing a team of talented associates.

You’ll be a skilled communicator, interested and knowledgeable about the key issues shaping the external environment. In addition, to be considered for this role, you must be able to demonstrate:

  • 7+ years of senior leadership experience within an agency or consultancy
  • Experience in Energy, Renewables, Financial Services or Life Sciences would be very desirable
  • Outstanding writing skills and the ability to engage and excite an audience
  • An impressive track record of client attraction, retention and growth 
  • The ability to thrive fast-paced environment managing multiple projects simultaneously
  • Strong influencing and leadership skills to motivate and inspire those around you
  • Excellent planning, evaluation and project management skills
  • To develop new processes, systems and ways of working to drive performance

DOWNLOAD

You can give us a call for more information about our Outplacement Support or you can simply download more details here.

DOWNLOAD

You can give us a call for more information about our Career Transitioning Support or you can simply download more details here.

DOWNLOAD

Our Careering out of the crisis guide will give you some expert tips to start taking positive action towards a happier and more fulfilled working life.

DOWNLOAD

Get our best practice guide to successful virtual hiring and onboarding today.

OPTIMISE

CVs and interviews will take you to Level 2. Our behavioural profile will take you to Level 3, vital to identifying future potential.

LEVEL 1

Appears to...

  • Appearance
  • Expressiveness
  • Manner
  • Presence

LEVEL 2

Can do...

  • Knowledge
  • Acquired skills
  • Training
  • Experience
  • Education
  • Credentials

LEVEL 3

Will do...

  • Capability to learn
  • Aptitude
  • Attitude
  • Self-motivation
  • Stability
  • Persistence
  • Maturity
  • Temperament
  • Behaviour patterns