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Recruiting & Retaining Hseq   Image By Andrea Piacquadio V1
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The key to recruiting and retaining HSEQ talent in today’s competitive market

  • Publish Date: Posted over 2 years ago

​If you’re finding it hard to recruit new team members, or even retain your current staff, you’re not alone. There are 1.2 million open vacancies in the UK and every major employer is reporting difficulties in recruiting.  

Any HSEQ professional looking for a change in career has lots of choice when it comes to new roles. And most won’t need to work too hard – HSEQ recruitment specialists and internal recruitment teams are having to directly approach candidates rather than rely on responses to job advertisements. With this increase in direct approaches, every employer must focus on how to retain their talent.

Although salary is often the assumed priority, it is rarely the sole or primary reason for an HSEQ professional to change roles. Our research shows that career progression and professional development comes high on the list of motivators for change. Key to retaining and attracting talent is enabling HSEQ professionals to reach their full potential while they work for you. Understanding drivers helps you unlock that potential and create a path that motivates and engages the candidate. 

Often during the recruitment process, hirers focus on culture-fit for the company and team but don't consider if the role fits the candidate’s aspirations. Even if this is explored at interview it isn't always followed through once they start. It is also beneficial to the candidate to take time to really understand what their career and personal aspirations are. 

Understanding, measuring and concentrating on aspirations and motivations will help you not only to retain your current staff but to attract and engage effective new HSEQ team members.  

For every new recruitment project that we are undertaking this year, we are recommending the use of our MAPP tool. MAPP not only captures a candidate’s dominate personality traits but it also asks the candidate to consider their aspirations, both career and personal, helping them understand which roles will enable them to fulfil these. MAPP stands for Motivations, Aspirations, Personality and Progression and ensures that we help you to match a candidate’s aspirations to what you can deliver for their career and thereby increase retention and new hire effectiveness. 

In today’s competitive marketplace, understanding a candidate’s motivations is the key to attracting, engaging, hiring and retaining HSEQ professionals.

A free trial assessment is available to help HSEQ leaders understand the tool and evaluate its usefulness for their organisation. Click here to check it out. 

Contact Shona Paterson at for a free consultation on how to include aspirations and motivation in your recruitment activity in 2022.