Bryony Gibson, managing director of Bryony Gibson Consulting, discusses the biggest of all recruitment challenges, and how you can beat it.
A shortage of skilled people is the biggest challenge in today’s job market. Despite a regular flow of attractive roles, companies are finding it harder than ever to hire the right workers. Regardless of sector, this has been the case for some time and, even with ongoing attempts to bring education and training institutions closer to businesses, it seems the problem is getting worse.
In a recent survey of 2,000 global recruitment professionals, almost half – 46% – said that they believe the scarcity of talent in the UK is currently unhealthier than it was five years ago.
Of course, there are many factors which contribute towards this, not least Brexit and the ensuing political and economic uncertainty which continues to cause a lot of concern and has diminished the risk-averse’s appetite for change.
The UK’s unemployment rate is also at the lowest level since 1975, meaning fewer people are actively looking for a new challenge, and this is before we mention the coronavirus pandemic, which has not only delayed decision-making but reduced global and local mobility immeasurably.
The good news is that there are several things you can do to help you tackle the talent shortage without having to race headlong into a salary bidding war with your competitors.
Re-skill existing employees
One of the greatest opportunities in recruitment is to retrain your existing workforce, especially if you have people in the business who possess a lot of the softer skills required for a role and have the right attitude. By identifying the competencies you need to bring into your team and up-skilling the right people, you will not only give someone the tools to help you grow the business, but you’re also developing them as individuals and offering new opportunities, all of which will discourage them from looking for a new challenge elsewhere.
Develop your employer brand
Great people are never short of job offers, so the way your company is viewed as an employer and how a job opportunity is sold to a potential recruit is crucial to attracting the best people.
Start by thinking carefully about what it is that you do and don’t want to be known for. Next, make sure that everyone involved in the recruitment process sees it as a two-way interview. They must always show your business in the best possible light at every touchpoint, demonstrating what it is that makes you stand out from your competitors. Diversity matters
Diverse organisations are more effective and they appeal strongly to potential new employees. With a limited talent pool at your disposal, this can be difficult, so you should remain on a constant lookout for great people.
It is the role of your recruiter to help you create a more diverse workforce and, even if you’re not looking for a particular skill set right now, if you find someone you like, make a note to remind yourself of their strengths and start building a relationship straight away. This way, whenever the right time comes, they will be much easier to approach and more amenable to your proposal.
Act fast
Once they decide to move, talented people get job offers very quickly. If you unearth the perfect recruit, be prepared to act fast. If you don’t and they are at the top of their game, it won’t be long before one of your competitors tries to steal them from you.
Get help from an expert
At a time when generalist recruiters are being replaced by niche consultancies, it pays to build strong relationships with experts in your field. Not only do they have access to wider talent pools, but they can also source the hard to fill vacancies nonspecialists and in-house teams simply can’t do.
