2016 trends to tackle the skills shortage

With the skills shortage we’ve being experiencing for the last two years set to continue, the second quarter of 2016 will herald some new trends as organisations seek to tackle the challenges they’ve previously faced.

With the pressure increasing to source quality candidates, businesses are turning to alternative methods this year in their attempts to fill key vacancies.

Collaboration
One of the key methods taking centre stage this year is businesses collaborating with recruitment agencies in order to ramp up the effectiveness of their existing candidate sourcing strategies. By working in close partnership, the business utilises the existing relationships and networks recruitment agencies have with quality candidates and act as an intermediary between professionals who may not be actively seeking work in order to introduce them to companies with recruitment needs.

Businesses can also tap into a wealth of knowledge and skills to help improve current sourcing techniques, interview training and legal advice.

Learning and development
Another trend we expect to see this year is a stronger emphasis on internal training and development programme, both in-house and using a third party educator such as training organisations. As employers find it increasingly difficult to source the skills they need to ensure future growth, many are investing heavily in up-skilling their existing workforce to fill the skills gap.

Although a good solution, this method takes time in order to develop the skills and experience required. Organisations also need to ensure that once suitably qualified and experienced, their staff aren’t tempted away by competitors.

Less emphasis on qualifications
In a bold move, many companies are placing less emphasis on qualifications in a bid to attract more entry level candidates with a view to training them up on the job. Although academic achievements will still be a part of the application process, employers are willing to be more flexible in their attitudes in order to engage staff where they see potential.

With fully qualified and highly experienced candidates, a premium ‘price tag’ has been applied in light of the skills shortage and this tactic will help smaller businesses access fledgling talent without having to dramatically increase their salary spend.

Contracting, freelancing and temporary workers
For those companies who simply can’t wait that long for staff to be trained, the use of freelance, contractor and temporary workers are due to see a big increase this year. In particular, the numbers of employers requesting good quality and skilled temporary workers is due to increase by 30% in the first quarter of 2016 as businesses have become increasingly aware of this previously untapped resource.

Unfortunately, 2016 isn’t going to offer any relief in the drought for quality candidates, but by having an awareness of trends affecting the recruitment landscape, you’re in a far better position to make informed decisions on how to tackle the challenges.

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