Blog Post

Today’s Skills Shortage

How do you get around candidate skill shortage?

In today’s competitive job market, employers are facing a daunting challenge, the scarcity of skilled candidates.  It is imperative to adopt a more open mindset towards candidates and by embracing openness, employers can tap into a broader talent pool, attract diverse skill sets, and ultimately bridge the skills gap that hampers their growth.

The job market is evolving rapidly, driven by technological advancements, shifting demographics, and changing skill requirements. In such a dynamic environment, we really must adapt hiring practices to remain competitive.

skills shortage

By adopting a more open approach, we can leverage the following benefits:

  1. Tapping into Diverse Skill Sets: Being open to candidates from diverse backgrounds and experiences allows us to access a wider range of skill sets. This diversity of skills can bring fresh perspectives, innovative thinking, and creative problem-solving to organisations, fostering growth and adaptability.
  2. Overcoming the Skills Shortage: The skills shortage is a pressing concern, but being open to candidates with transferable skills or potential for growth can help address this issue. Instead of relying solely on specific qualifications or industry experience, we can prioritise candidates’ potential, willingness to learn, and adaptability.
  3. Enhancing Workplace Diversity and Inclusion: Embracing openness in hiring practices contributes to building a more diverse and inclusive workforce. A diverse workforce brings together individuals from different backgrounds, cultures, and perspectives, which fosters creativity, improves decision-making, and enhances overall company performance.
  4. Cultivating a Positive Employer Brand:  If we can demonstrate openness and inclusivity in our hiring practices it will tend to attract top talent. A positive employer brand not only helps in recruiting skilled candidates but also enhances employee retention, engagement, and satisfaction.

So how can you put all this into practice? Consider implementing the following strategies:

working together

  1. Redefine Job Requirements: Instead of solely focusing on rigid qualifications, identify the core skills and competencies required for a specific role. By emphasising transferable skills and potential for growth, you can broaden your candidate pool and uncover hidden talents.
  2. Focus on Soft Skills: While technical skills are important, placing equal emphasis on soft skills such as communication, adaptability, teamwork, and problem-solving can be instrumental in identifying candidates who can thrive and grow within an organisation. These skills are often transferrable across industries and can be developed further through training and mentorship.
  3. Offer Training and Development Programs: You can invest in training and development initiatives to bridge the skills gap within their organisations. By offering opportunities for upskilling and reskilling, you will demonstrate your commitment to employee growth and development while addressing specific skill shortages.
  4. Hire an agency: By using an agency you will automatically open yourself up to many more candidates.  A lot of candidates in today’s market just aren’t applying for roles, they will upload their CV onto a job board and wait for the calls to come to them.  You will never know about these candidates if you aren’t placing your vacancy with an agency.  Also an agency will pre-interview the candidates and can discuss with you their transferrable skills and the reasons why you may want to interview them.
  5. Promote Diversity and Inclusion: Actively promote diversity and inclusion in job advertisements, employer branding, and company policies.  Encourage diverse candidates to apply and ensure inclusive practices throughout the recruitment process.

For more help and advice on this subject call Arden Personnel on 01789 532220

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