Shocking news: businesses are struggling with lack of competencies and not recruiting/find the right talent!
Over the years businesses had to adapt to the rapidly changing market, which has created a tunnel for investments, new trends and challenging customer demands. However with all the benefits of the market many businesses are not managing the challenges well, which has created a strain the job market!
When I came across Manpower report 2016/2017 UK skills market report it showed market was struggling with unfilled /unfillable positions, certain industries which have experienced a dip in the talent pool, are: Skilled Trades were the hardest jobs to fill in the UK; Drivers are in second place, followed by Engineers and Sales Representatives hard filled jobs positions.
Lack of available applicants and lack of experience are the top reasons employers can't fill positions.
REALLY!!! I was amazed by this report, a real eye-opener!! As the stat's does not over way the number of unemployed experienced talents in the UK!
Manpower states businesses lacked:
-Engineers (mechanical, electrical and civil engineers)
-Sales Representatives (sales executives, sales advisors and retail sales people)
-Management/ Executives (senior and board level managers)
- Drivers (truck, lorry, heavy goods, delivery, heavy equipment and construction drivers)
- Office Support Staff (secretaries, PAs, receptionists and administrative assistants)
- Technicians (production, operations or maintenance technicians)
- Restaurant & Hotel Staff
(Reference: 2016/2017 Talent shortage survey 2016/ 2017 talentshortagesurvey manpowergroup.com/talentshortage)
From my own experience within the Employment support sector, I started to question whether discrimination, bad judgement, bad recruitment process/technique and lack of employee investments could be part of the problem?
After questioning manpower report, I came across several reports in 2017 that brought light to cases of discrimination within the talent market: categories men and women pay gap, age, disability and ethnic groups, which have prevented skilled /qualified talents entering the employment market.
Cases I have come across within my line of work.
For examples:
1) Experience Single mum with 10 years Administration experience and prior MSc Business degree would find it pretty hard to find a suitable role that fits her expertise and background due to poor recruitment judgements.
2) Female candidate with 10 years Academic experience as Head of Civil engineering and Construction with prior 5 years industry experience plus MSc in Project Management struggles to gain employment within relevant field.
3) Male with 6 years sales background, achieved only 4 GCSE's B-C grade comes from BAEM group.
4) Graduate from Cambridge university experience copywriter, reporter and international marketing has dyslexia but is unable to find work.
As a result those who do succeed in market are taking the initiative to find creative ways to work with the external environment, thus creating new opportunities and competition. However for those unfortunate to succeed, are working away from their relevant field of work/ are unemployed. Thus wasting away their true talents - result gap in the market!
Does the UK have the right talents to support the changes in the market? Yes it does, so lets make 2018 the year businesses open its doors to invest in the wider Talents market.
So what is the best approach to reduce the talent gaps for 2018?
'Monitor, Assess, Hire and create -You dont need to search across the galaxy to find the right person for the Job!!'
1. Explore alternative sourcing strategies/ Change existing work models
2. Recruit outside the talent pool transferable skills one way is to assess your own talents before fishing outside
3. Pay higher salary packages and provide additional perks/ benefits
4. Invest and support Equality and diversity within your business
-Offer training and development to upskill existing staff
Monitoring performance: Through the life time of the business- Customer service - can make or break a business! And with the use of technology, it can help spread the word faster like lightening, which is why training up staff is crucial (online and in store). Too often we see public complaints across the web about poor public services, which can tarnish the lifeline of a business, especially in a rapidly growing market.
- Effective communication, training, structure and appraisals must be implemented and monitored
- Hiring experts to develop monitory KPIs systems and strategies,
- It is important for Small & Medium companies have knowledge/training of HR practice to support monitory performance of staff
*Assess current employees, what are their key talents, ideas, views and knowledge of the market and what additional competencies do they offer.
Option to outsource the work: there are many providers ready to help you strive through the market and to invest in upskilling your current employees!
Invest in new Technology: Integrating new technologies, in particular mobile app development, cloud computing, social media.
See the bigger picture: look beyond the 2 page CV and the lengthy application form - don't just rely on the typical recruitment software which prevents many talents from getting selected. As the market changes so does the way talents source employment, network with your audience, promote your brand and create talent awareness.
Open your door to internships, Graduate programmes, Apprenticeships and flexible working hours for parents: Reducing hiring restrictions and open your doors to the wider talent market will bring in all the talents your business need to survive todays demanding market.
