As we wrote in our previous blog on how to identify your workplace skills gaps, much of the skills shortage crisis is related to the ongoing uncertainty around Brexit which some reports suggest has diminished the number of qualified job seekers. In this respect, it makes sense that instead of looking to recruit externally, nearly half of Welsh organisations are increasing their training budgets to improve the skills and retention of existing employees.
But we have mixed feelings about the redistribution of funds.
On the one hand, we are hugely in favour of identifying and upskilling ‘untapped’ potential internally and commend their investment. One of our first steps when working with a new client – alongside understanding the role – is helping them to assess their in-house talent. It may seem counter-intuitive for a recruitment agency to do this but, in our experience, it is far more beneficial when it comes to building a long-standing recruitment partnership.
On the other hand, we would urge employers to be mindful of the time and effort required to upskill their staff and ask themselves whether the means justify the ends. It depends on the role of course, but external candidates can often bring a ready-made and more diverse range of skills and industry experience with them which can have a real, positive impact on the organisation’s profitability. This is particularly true when it comes to managerial positions, which the survey identified as having the shortest supply of candidates.
With the skills shortage expected to worsen after Brexit, our concern is that by restricting their recruitment techniques, Welsh organisations could severely limit their pool of candidates and take a financial hit as a result; the OU’s report found that skills shortages cost Welsh organisations an average of £13,740 over the year. In our view, this figure would be much better spent on a more comprehensive recruitment process to find a professional with the right skills, not just to undertake their role, but to get the best out of other existing employees too.
Our deep-dive approach to recruitment is designed to support organisations to achieve the best outcome to support their growth. If you see the value in expanding your recruitment externally, we can work with you to find out whether you have anyone suitably qualified in-house before we begin a more extensive, targeted search and if you do, we’ll be more than happy to support you the next time you need help.
The process I went through to get the Creditsafe job was very smooth. The role I was applying for was for a newly created role and therefore the expectations and the fit were important considerations. I genuinely believe that if Ita felt I couldn’t have done the role she wouldn’t have put me forward.
Sitka offered a more thorough, personal and detailed search for candidates than we have experienced with any other recruitment agencies we have used previously.
I had an excellent experience working with Sitka. They provided a far more personal approach than most recruitment companies, and they were very proactive in helping me find my new job.
The recruitment process was a very smooth one with constant, non-intrusive updates. We benefited greatly from a personalised visit to our business, ensuring the right candidates were sourced for us. We received an excellent service.
Trying to find a new role can be quite a daunting experiencing, however what I found working with Karen is that her enthusiasm is infectious. Karen listened to what I had to say and we had a long and productive conversation about what I wanted and whether the role was right for me.
Throughout the process, they kept us informed and the whole process felt like a true partnership. Each candidate came to the interview with a great understanding of our business and had prepared thoroughly, particularly at the second stage interviews.