↳ Attracting and Retaining Talent in the Industry: Operations and Engineers
HR expectations aren't determined by age but by industry. In the industrial sector, you're dealing with a double challenge: two groups with completely opposing expectations. With our latest in-depth study on the ideal HR policy for younger employees, we help you develop an HR strategy tailored to your industry and specific challenges.
30 minutes • Free of charge • No commitment required
Understand the specific expectations of your two target groups
Operational teams and engineers have radically different priorities. We're here to help you pinpoint what truly matters to each.
Identify your deal-breakers by job role
From toxic management to lack of technical challenges, we reveal the red flags you should avoid crossing for each audience.
Build two complementary HR strategies
It's impossible to have a one-size-fits-all HR policy in the industry. We help you tailor your approach to your target audience.
Addressing the challenges of industry transformation
Digital transformation, automation, generational change, and the talent war with tech pure players: we incorporate these realities into our recommendations.
One industry, two distinct worlds
For blue-collar workers: management is now the top priority
For the 'white-collar' crowd: competitive compensation and technical challenges
Two Essential HR Strategies
Our approach is built on three complementary sources to provide you with a complete and reliable perspective.
IPSOS Quantitative Study
In 2023, IPSOS surveyed 1,000 young adults aged 18-30 to map out key HR expectations and lay the groundwork.
In-depth qualitative interviews
27 individual interviews conducted by Insign, each lasting between 30 to 60 minutes, with young professionals across 8 different sectors, including the industry sector.
Prioritization Survey
A survey designed to rank 6 major HR dimensions and 37 sub-criteria to understand practical decision-making.
01
Defining Your Employee Value Proposition (EVP)
We identify what makes your employer brand unique and translate it into an attractive and authentic promise.
02
Building Your Employer Branding Strategy
From diagnosis to implementation: brand platform, communication territories, activation plan.
03
Crafting Your Recruitment Campaigns
Content, visuals, and messaging tailored to your target audiences (by industry, role, and experience level).
04
Enhancing the Candidate and Employee Experience
Mapping journeys, identifying friction points, and providing improvement recommendations.
5
Guidance for Change Management
Develop your change management program to foster buy-in, engage your team, and empower them to drive progress.
Explore answers to the most common questions about our support services.