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5 Feb 08

Bottling up: employment strategies for success

The wine industry has been faced with talent shortages for many years, particularly in regional areas, where there are more available positions than skilled candidates. With vintage approaching, attracting quality employees is a key priority for many wine companies.

Skilled employees are critical to ensuring that the Australian wine industry remains one of the world leaders in wine production. Wine companies should have strategies in place to attract and engage employees that contribute to their long term success.

Steve Oliver, National Manager, CozWine Recruitment explains that expectations have increased along with job options for skilled wine professionals.  With intense competition to recruit skilled and talented employees, "it is important to understand how your organisation measures up in critical areas," says Steve.

So how does your company measure up against the competition?

Obviously salary is an important factor in the initial decision making process.  In a competitive marketplace higher salaries will often attract candidates initially, but does not automatically engage employees. Where high salaries are not an option, consider the benefits you are able to offer. 

"Companies need to look at offering flexible benefits which provide a range of choices," says Steve. "Significant savings through benefits and salary packaging can be passed on to employees with very little effort."

Although salary alone won't retain an employee, paying existing employees fairly should be a priority. Otherwise you risk employees looking elsewhere and it is critical to retain the key talent you have. Recruitment fees, downtime, minimised productivity and training in the first 3-6 months and their contribution to your organisation usually far outweigh the cost of a pay increase.

Your reputation as an employer should also be considered.  Reputation isn't just about the product you produce, but whether you are perceived as a good employer based on the working environment and conditions you provide for your employees. Developing your reputation through effective engagement strategies is essential.

"Work environment and flexible work conditions are key drivers of job satisfaction," says Steve.

Work Environment

It is important to recognise talented people in your organisation. Create an environment that encourages employees to develop and experiment with new ideas. If you come up against a problem, actively seek your staff involvement and support them in finding a solution. "This makes employees feel like they are key decision-makers in your organisation, and engaged employees are generally retained," explains Steve. 

However, basic needs should always be satisfied first.  "Don't underestimate the value to your employees and your business of a safe work environment and a commitment to safety," says Steve.  Employees need to be equipped to do their job effectively.

Flexible Work Conditions

Many struggle to find a healthy balance between personal and professional responsibilities. When businesses transform their operations to create work-life integration it generally reflects positively on the company. "If you offer flexible arrangements, make sure your policies in this area match the nature and demands of your business and of your staff, and are not solely based on individual needs," says Steve. 

When offering flexibility, it may be worth considering the following:

• Ensure employees are aware of business priorities and encouraged to be clear about their own personal priorities
• Enable mutual recognition and support for employees in their work and personal roles
• Have on offer creative approaches to work that enhance a company's performance, work and personal life.
  

Alternative Strategies

Measuring up against your competitors is a good strategy, but what do you do when there are no skilled candidates in your marketplace? 

Attracting candidates from interstate and overseas, especially for vintage, is becoming more common. Australian wineries are able to capitalise on the vintage skills and experience of overseas wine professionals. "Reciprocal sponsorship, where wineries from around the world are sharing winemakers, is now one of the key methods of solving the skill shortage," explains Steve.

While overseas candidates can be a valuable addition, finding the right local candidates to fill positions is a priority to ensure that the industry remains buoyant.

Another important strategy to think about is the use of recruiter networks. Aligning yourself with a recruitment organisation that you trust and who understands your business can be often extremely effective in finding professionals to fill positions as they often have the networks to connect you with the right people.

Specialist brands of Bayside Group include:

• Bridge Consulting
• Bayside Personnel
• AustraHealth
• TechStaff
• CozWine
• Baytech

Part of the Bayside Group