Advice for Employers and Estates

Advice from Tim Bowie of Mea Opus, the Rural Recruitment Experts

You will hardly need us to tell you how difficult recruiting and retaining good staff is.  A combination of a tight labour market, well paid and often less taxing alternative job options, constant exposure to challenging weather and possible isolation can all prove challenging.

We are not claiming to hold all the answers, but we hope what follows might help.

When you advertise, write a compelling narrative – it is a competitive market, and you need to weave a story that makes your opportunity one that candidates cannot ignore.  What is so special about your estate or shoot?  Just like a gripping film, you need to gain and hold their attention, not just when they read the job advert, but through the whole process.

Be clear as to why your role is attractive.  You may love your location miles from any neighbour, but those who you hope will come and work with you might not share a fondness for being so cut off.  Remember the enterprise you have come to know, and love will mean everything to you, but you need to see it with a fresh pair of eyes.  Be clear about the role, responsibilities, key qualities, skills and experience you are seeking.

Have an up to date job description and contract of employment as well as a well-crafted offer letter ready to send to the successful candidate. There are plenty of independent HR consultants who can assist drafting legally compliant documentation. 

Most Keepers and shoot staff will have partners and families which can be a barrier to move, either with alternative careers or education having a considerable impact on their ability to relocate. If the right candidate is in front of you, use your imagination to help them overcome barriers to joining you. Do consider contributing towards their travel costs, ask if the candidate’s partner is looking for work, and if you have openings or can research and suggest other local openings or contacts, this will go a long way to building bridges.

Housing is a significant challenge and in the remoter areas will be vital.  It is not only about being adaptive, but also about ensuring the housing is in good condition.  We hear too often that staff are expected to accept housing that is sub-standard.

It is always good to have thought about any topics candidates might be keen to know more about.  Schools are a prime example, and we would encourage you to have details to hand and to offer insights, as well as references from other members of your team.

If you ask candidates to travel to interviews, particularly some distance, it is fair to offer to reimburse their costs and certainly for second or final interviews. This may be a good time to invite their partner or family to visit too. Recommend local accommodation if they need to stay locally and match the budget to the role.  Remember that a local B&B might make the difference to their impression of you and the area. Community is important to most of us, so try to summarise what candidates might expect and consider what might encourage them to relocate to the area.

Pay and benefits – you need to be realistic and while margins are tight, treat people fairly.  What might be a lot in terms of salary uplift to a candidate may be a modest sum for your business.  Good staff deliver so much – remember the old adage “buy cheaply – buy twice”.

Treat people as you wish to be treated yourself.  Give honest but tactful feedback.  It takes no time to write a short email to enquiries you do not wish to follow up on.  Help unsuccessful candidates where you can.  Be polite and act and communicate in a timely fashion. You may be undecided on two candidates and have to let one go, but they might be a candidate with you again in the future - how you treat candidates can enhance but equally damage your reputation.

Ultimately, perhaps the answer is to defer to the experts, where you only pay should we successfully place a candidate with you.  The Mea Opus team are always happy to help, so please feel free to contact us.

Tim Bowie

Director of Mea Opus

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