A great deal has been written about the current talent shortage in the UK and the extent to which the lack of experienced candidates continues to hinder business growth.
Recent government research has found that in the manufacturing sector alone, over a third of available roles were proving difficult to fill; with employers reporting that applicants lacked the appropriate skills, qualifications, and experience they were looking for.
The lack of qualified candidates can place organisations in a difficult position, a lack of talent can result in positions remaining empty, the recruitment process taking longer, and businesses being forced to compete for available candidates.
With no sign of the skills shortage being resolved anytime soon, we have pulled together some questions organisations need to be asking themselves to ensure that they are standing out in a candidate-led market, such as the one we are experiencing today.
Check out the questions Employment Solutions would be asking, below:
Are we doing everything possible to develop our current employees?
One of the best ways to develop a skilled workforce is to invest heavily in training and development opportunities for current staff.
Take the time to ensure that more junior members of staff have the opportunity to shadow and learn from their more experienced colleagues and think proactively about where there will be skill gaps in the future, beginning the necessary training now.
Not only does this help with staff retention and employee satisfaction, but allowing employees to advance within an organisation can be a great way to develop skill sets specific to the needs of your business.
How does our business compare to others in the industry?
When competition for the best talent is fierce, it is important to understand how your organisation compares to its competitors.
With skilled candidates in high demand, it is important to take the time to ensure that your business is a competitive option for candidates at every level - and that your business is doing everything it can to stand out.
Compare your job advert to those of others recruiting in your sector, and think critically about whether there is anything you can do to make your business a more attractive prospect.
Whether this is disclosing salary early in the process, clearly outlining development opportunities available within the organisation, or the benefits that set your business apart from others - it is important to make sure this information is readily available to those looking to apply.
If we find the right candidate are we ready to act?
In a candidate-led market, it is important to ensure that you can move quickly if you find a candidate who you believe has the skills and experience necessary for the role you’re looking to fill.
Go into the interview process with all the information you would need to hire a candidate, including approved budgets and timeframes.
Too often, businesses that move too slowly or find themselves restricted by too much red tape can find themselves missing out on experienced candidates who have received multiple job offers.
Could we benefit from some outside support?
It is never easy to find the right candidate to join your business, and in such a competitive job market it can feel harder than ever.
Enlisting the help of an experienced recruitment partner can be a great way to cope with the skills shortage. Rather than just relying on candidates that are currently looking for their next role, recruitment specialists can draw on their extensive network of contacts and pitch the opportunity to those who are yet to begin actively looking - meaning your organisation is not competing with other organisations to secure this skilled candidate.
For more information on how Employment Solutions can help you to beat the skills shortage get in touch with the team today. Call the team on 0161 839 5353 or complete the contact form below and we will be in touch soon.