Navigating the skills shortage: Building an effective candidate attraction plan

Navigating the skills shortage: Building an effective candidate attraction plan

The lingering effects of demographic change, Brexit and the pandemic mean employers continue to struggle in finding and retaining skilled workers.

More than 75 per cent of the Boomer generation will retire in the next decade and increasing numbers of young people are heading off to university. Factor in technology advances and transforming industries, and you have yourself the perfect recruitment storm.

According to the Open University’s Business Barometer, which surveyed more than 1,000 business leaders across the UK, 68 per cent of SMEs face skills shortages, rising to 86 per cent in larger companies. 

Having an effective candidate attraction plan and a strong employer brand is more important than ever in securing the next generation of valuable workers.

Broaden your candidate pool

When facing a skills gap, it may be wise to expand the search. Consider looking beyond traditional recruitment methods and explore alternative talent pools. 

This can include sourcing candidates from different industries, taking on apprentices or investing in upskilling and training programmes to develop talent internally. Be open to hiring those with potential and a willingness to learn.

Consider remote and hybrid working options

The past two years have lowered many barriers to home working, and hybrid and remote working arrangements have become the norm for many employees.

Offering remote working isn’t always viable, but an organisation willing to consider flexible working where possible may not only push themselves higher up a candidates’ list but they may also be likely to retain top talent for longer.

Offer perks and benefits

Attractive remuneration arrangements alone are no longer sufficient when trying to attract skilled workers. A recent survey revealed that 70 per cent of women, and 65 per cent of men see work-life balance as more important than their pay. 

Benefits that promote wellbeing are crucial. Stay competitive by offering wellness packages for employees and consider those that align with the company brand and values. 

Invest in training and development

Offering opportunities for learning and development is attractive to potential employees and demonstrates a commitment to their growth. 

Encourage employees to explore different roles within the organisation as internal mobility not only helps plug the skills gap but also boosts employee engagement and job satisfaction.

Collaborate with educational institutions

Establishing partnerships with educational institutions can be a valuable strategy in terms of recruitment.

Engage with universities, colleges and vocational schools to build relationships and ensure graduates are equipped with the skills your industry demands.

Seek help from a recruiter

Consider working with a recruiter that specialises within your industry. Lawrence Dean Recruitment Group has expert knowledge about talent shortages within many sectors including marketing, sales, finance and HR.

It's our job to scour all the potential resources and talent pools to identify the best fit for your team. Contact us for more information about our services.