Issue - meetings
JSCC Discussion paper - Recruitment and retention in time of uncertainty
Meeting: 22/04/2026 - Joint Staff Consultative Committee (Item 31)
31 DISCUSSION PAPER - RECRUITMENT AND RETENTION IN TIMES OF UNCERTAINTY 
PDF 303 KB
To receive a discussion paper on Recruitment and Retention in Times of Uncertainty.
Decision:
The HR Services Manager presented the Discussion Paper on ‘Recruitment and Retention in Times of Uncertainty’, following which Members asked questions and made points as part of the discussion.
Minutes:
Audio recording – 23 minutes 17 seconds
The HR Services Manager presented the Discussion Paper on ‘Recruitment and Retention in Times of Uncertainty’ and advised that:
· The Council was operating in a sustained period of uncertainty driven by Local Government Reorganisation (LGR), which could create recruitment and retention challenges.
· Ongoing skills shortages in specific areas, changing employee expectations and less competitive pay than the private sector were also impacting recruitment and retention.
· Risks from uncertainty included a loss of key skills and experience, reduced ability to recruit, increased pressures on remaining staff and less flexibility for part-time staff if not managed appropriately.
· Flexible and hybrid working, meaningful work, job satisfaction, supportive culture and relationships, stability, and pensions had been referenced by Senior Managers in stay questionnaires as key reasons for staying with the Council.
· Limited time for development and career progression and workload pressures associated with LGR had also been highlighted in the stay questionnaires.
· Uncertainty could not be removed, but it could be mitigated through clear and honest communication, protecting flexibility, continued support for hybrid teams, development engagement ahead of LGR, and targeted recruitment.
· These methods would enhance flexibility, meaningful work, supportive management, and trust, which were factors that mattered most to staff.
The following Members asked questions:
· Councillor Keith Hoskins
· Councillor Ian Albert
· Councillor Daniel Allen
In response to questions, the HR Services Manager advised that:
· An online, anonymous questions submission form would be created in response to previous requests from Members for a physical questions box as an online form would ensure access for those that worked remotely and at different sites.
· The new recruitment system would be live soon and help the Council to attract candidates as it would be more intuitive and easier to use, and communication with candidates would be better and more frequent.
· Completion timelines related to LGR were not always known, but they would endeavour to provide dates to staff where possible.
Councillor Claire Strong highlighted that:
· LGR would also be positive as there would be opportunities for staff to develop and reengineer their skills, but reassurance and confidence would need to be given to them to do this.
· Lessons could be learnt from other authorities who had already reorganised, including any negative experiences they had.
Councillor Bryony May advised that clear, written communication would help staff to distinguish which information was known and unknown and mitigate unsettled feelings around this.
Councillor Daniel Allen advised that it had taken 5-6 years for some authorities who had already been through LGR to implement everything they needed.