Transforming talent attraction: lessons from Molson Coors and Primark UK
Transforming talent attraction: lessons from Molson Coors and Primark UK
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THE ARTICLES ON THESE PAGES ARE PRODUCED BY BUSINESS REPORTER, WHICH TAKES SOLE RESPONSIBILITY FOR THE CONTENTS. Top Employers Institute is a Business Reporter client. As any business will know, attracting top talent remains a significant challenge. To stand out, employers must rethink traditional approaches, broadening their appeal to diverse candidates while fostering an environment that prioritises retention. In today’s dynamic market, adapting your strategies is not optional – it’s essential for staying ahead.
Molson Coors Beverage Company has used a hiring-for-potential programme, focused on recruiting for skills and behaviours rather than traditional methods, to transform its organisation. This has resulted in a broader and different type of applicant pool and workforce.
In collaboration with its partners, the organisation developed pilot programmes for skills-based assessments. The success of this saw Molson Coors remove “experience” as a requirement for certain roles, in favour of strengths, skills and the potential of new talent. Post-pilot, the organisation then identified specific roles that could benefit from this approach, such as additional sales positions, technical representatives, mobile technicians and supply chain roles within their breweries.
Molson Coors has seen a large increase in the number of candidates, and has sustained high retention rates for new hires. Gender representation and the match of applicants has also significantly improved, and the business has since fine-tuned the assessment to be more effective in identifying candidates who could fit their business needs.
