The challenges facing Bridgend Council in recruitment and retention of staff were laid out in a report discussed by a scrutiny committee yesterday (pdf).
Recruitment of skilled workers has become an increasing problem not just in the public sector but across the economy.
During 2021-22, staff turnover at Bridgend Council was said to be a little over 13% – equating to around 400 workers.
While this wasn’t considered to be particularly high, the impact depends on where the turnover is happening; there have been well-publicised problems recruiting and retaining social services staff in Bridgend, for example.
The report also reveals that between April-December 2022, 20% of external job adverts for roles at Bridgend Council attracted zero applicants and half of new appointments at the council are made internally.
“In a challenging competitive recruitment market, it is important that the council promotes what it has to offer its employees. For many candidates, salary is not the only factor considered when accepting a job offer. Availability of career and development prospects are relevant, as are opportunities for a flexible work-life balance.”
– Kelly Watson, Chief Officer: Legal & Regulatory Services, HR & Corporate Policy
Some of the measures BCBC are taking to resolve recruitment and retention issues include regular staff surveys and exit interviews, internal promotion and career development support, apprenticeships and graduate recruitment schemes.
144 apprentices have been working at the council recently, with 81 going on to secure a permanent role – with particular success in IT, procurement, social care and building control.
