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 Overcoming skills shortages
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Anyone recruiting for senior management or key specialists will be aware that the UK has experienced significant skills shortages for some time. We’ve had many conversations with HR professionals and senior executives in a wide range of companies over the last few months and it seems there may be factors making the problem more complex and more difficult to resolve.
We hear about ‘new economy’ versus ‘old economy’; a two-speed economy; dotcoms versus traditional businesses, etc. It seems to us that whichever side of this apparent divide an organisation works getting the right people on board who can deliver is essential to staying in business. The so-called ‘old’ and ‘new’ are often in competition with each other for the same resources despite their different challenges.
So what are these common but essential skills that are in such short supply? We believe they include: -
Business development skills to deliver fast revenue growth in support of major investment in technology or R & D; or to maximise opportunities in existing static markets; or to forage into new markets; or to establish strategic alliances & partnerships where companies experience increasing interdependence;
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Innovative and effective (global) supply chain management people to source new low-cost supply opportunities for growth; and/or to support cost control measures through effective supplier relationships;
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General management skills, including operations management people who can maximise return from already stretched resources whilst maintaining motivation and contributions from staff;
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Matrix management skills including well developed project management ability;
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Specialist Technical, IT and Engineering skills to create a market lead through innovation; or to ensure effective infrastructure for business management;
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E-business skills, both technical and commercial, to take advantage of new opportunities afforded by the Internet;
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Financial management/analysis skills to maintain the essential balance between spending for growth and achieving profitability;
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Softer skills that facilitate effective management (e.g. team building) in the face of rapid growth and a relatively fluid environment; people who bring fresh attitudes to work and management – flexibility, responsiveness, creativity and responsibility – and who can inspire such behaviour in others.
In the long-term, the solution to skills shortages lies in training, development and retention but today’s pace of change demands immediate solutions. When recruiting outside, there is no magic formula that ensures success, but there are ways of minimising the risks whilst optimising your chances.
Consider some important questions. Why go outside to look for these skills and what are your chances of success? Can you structure a solution around the people you’ve got? If not, what kind of individuals out there might be suitable? Are they available? And what will it cost to attract them?
Seek out creative, broad-based and flexible approaches to the recruitment process, perhaps involving: -
new forms of advertising media (particularly as traditional routes are failing to produce the quantity and quality they once did);
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using search where you have not used it before – sometimes at a lower level to look for specialist technical skills, often to support an advertisement with direct approaches to key potential sources;
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using technology – internet recruitment portals are growing rapidly and used properly can add effectively to the candidate response, plus there are new methods of on-line search that in specialist hands can successfully target suitable individuals, even on an international basis.
Careful candidate management is essential: -
full and accurate information about company and role, making them feel they are involved in a professional selection process;
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taking care to ‘sell’ the role’s benefits but ensuring their own career and personal needs are considered;
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being flexible about meeting times; keeping them fully informed at all stages of the process; seeking a proper conclusion quickly.
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Effective handling of even apparently minor issues can make a huge difference to the success of a recruitment exercise and reduces risk.
The team at Dickinson Smith Buss helps clients overcome just these kinds of problems. Whilst no-one guarantees success, we will give every client, assignment and candidate the personal attention they deserve so helping to minimise the risks associated with recruitment in today’s complex and competitive market place.
If you have any comments on the information here and would like to let us know about your experience of and views on skills shortages, please use the email form in ‘Contact Us’.
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