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 experience of working with Sitka was really enjoyable. It was like talking to a friend who knew all the answers to my future career.
Sitka wanted to know about the organisation, our culture, our plans and aspirations. This meant they could be really confident talking about us and I’d like to think they were proud to be working on our behalf.
The whole recruitment process, led by Karen, was a really engaging and positive experience. I can honestly say it was the best interview I have ever had!
The process was thorough and very individual – time was spent finding out about the culture and style of the organisation and the exec team. Sitka worked with the candidates well to find the best fit for both employer and candidate. There was a sense of strong relationship building to ensure that this happened.
My experience with Sitka Recruitment was really positive. The team made me feel really valued and took the time to get to know me and career aspirations. I never once felt pressured, just well supported, listened to and understood. I would definitely recommend Sitka to my friends and colleagues.
Once again thank you for your time and ongoing support. Fantastic service and you made the experience so positive. You’re all clearly passionate about what you do and care about you candidates.
We liked Karen’s personal approach to finding the best candidate. She spoke to them in depth, matching the person to the business and vice versa, rather than just advertising the role to an existing database of job seekers. The process was very efficient and well-communicated from start to finish.