Reading the article linked below really resonated with me. Many organisations in the last 12 months have struggled to find the talent that they need to support their business growth. Whilst we may see some softening in hiring plans in the coming months, as many businesses adapt to the uncertain global economic challenges, the dearth of particular skills will be still be a challenge.
So, what should organisations be considering to deliver an increased flow of candidates in a skills-based approach?
- Adopting a social mobility strategy is a key action and reviewing existing recruiting processes and policies eg University grade requirements is a priority, to ensure that those candidates from lower socio-economic groups are not being adversely impacted
- Don't forget older generations? There is a significant number of economically inactive older workers with skills that many organisations need. One of our partners 55 Redefined are focused entirely on supporting older workers in to work
- Military, veterans, military spouses - there is a significant untapped pool of talent available here. We are proud of our partnership with Recruit for Spouses who support military spouses to find employment that fits with their changeable lifestyles. Over the last 4 years we have supported over 140 spouses into employment
- Ex-offenders - this is always a challenging route given the stringent vetting requirements for many organisations, particularly in the financial services sector. However, we know this works for certain roles / sectors, in the UK for example, the CEO of Timpson has been a strong advocate for ex-offenders and they are a great case study of tapping into the ex-offender community for their store-based roles. Another of our partners, Bridge of Hope, are actively supporting ex-offenders in their search for work.
- Working Mums and Dads - this group of skilled individuals are looking for flexibility and support to balance their career and parental duties. Organisations who have adapted post COVID to the new hybrid / flexible ways of working are finding this talent pool is much more accessible. Our partner WM People are well placed to support this important pool of talent
I could go on! It is great to see the tide change here with organisations adopting a wider approach to sourcing from different routes. What are you doing in your organisations to adopt a more skills-based approach to hiring and is it opening up different talent pools that you've not previously considered? I would love to hear your thoughts.