Employers grapple with retention as workers prioritise flexibility, culture

Barbadian employers are struggling to attract and retain staff as workers place growing emphasis on workplace culture, flexibility and career development, according to the Human Resource Management Association of Barbados, which warns that traditional recruitment approaches are no longer sufficient.

“Recruitment challenges continue to be real conversations among HR professionals,” HRMAB President Tisha Peters told Barbados TODAY.

She said employers are facing difficulties attracting candidates with the right skills, retaining talent and managing situations where applicants withdraw late in the hiring process or leave shortly after accepting positions.

“There is also increased competition for talent and in some areas genuine skills shortages,” Peters said. “Employees today are looking beyond salary. They are considering culture, flexibility, development opportunities, leadership and overall employee experience.”

As a result, organisations can no longer focus solely on filling vacancies, she added.

“For employers, this means recruitment can no longer be just about filling vacancies. Organisations must think more strategically about their employer brand, onboarding, training and retention if they want to attract and keep good people.”

While recruitment remains a challenge, Peters said internships continue to play an important role in developing future talent and helping employers build sustainable workforce pipelines.

“From HRMAB’s perspective, we are pleased to see that organisations continue to offer internship opportunities, particularly in areas such as hospitality, administration, marketing, Human Resources, finance, technology and customer service,” she said.

But she noted that the demand for internship placements often exceeds the number of opportunities available.

“What we are encouraging employers to do is see internships not just as short-term support, but as part of their talent pipeline,” Peters said. “Internships become an opportunity to develop young people early and expose them to the realities of the workplace.”

She also encouraged young people to view internships as valuable learning experiences rather than focusing solely on immediate financial rewards.

“An internship is often about gaining experience, building confidence, networking and learning workplace expectations. Sometimes the value is not just in the immediate pay but in the long-term opportunity it creates.”

Peters acknowledged that some young people enter the workforce with expectations that do not always align with workplace realities.

“In some cases, yes. We are seeing a gap between expectations and workplace realities,” she said.

Employers are increasingly seeking soft skills such as accountability, resilience, teamwork, adaptability, professionalism, communication and a willingness to learn, while some young workers may expect rapid career progression, flexible work arrangements or roles that perfectly match their field of study, she said.

She said bridging that gap will require stronger collaboration between employers, educational institutions and professional bodies.

“The fix starts with more career readiness programmes at both secondary and tertiary levels,” Peters said, adding that initiatives such as Job Start Plus, along with résumé writing, interview preparation and workplace exposure programmes, can help prepare young people for successful careers.

She also stressed the importance of employers clearly communicating expectations and creating supportive onboarding experiences for new entrants to the workforce. 

(SB)