Workforce Investment

In an ever-changing business environment, how do you ensure that you are effectively preparing your organisation for the future?

The recruitment and training sector operates in a truly saturated and disparate market, underpinned with practices that no longer best serve organisations for the challenges of a modern, global landscape; in fact, 64% of employers say that finding the right candidate has been a challenge. There needs to be a shift in focus regarding recruitment processes: businesses need to move away from attracting ‘the best talent’, to attracting the best talent for your company.

In today’s business environment, workplaces and jobs are evolving at a rapid pace; a staggering 85% of the jobs that will exist in 2030 are not even invented yet, highlighting just how important it is to recruit for the future. To achieve this, recruitment processes require a greater emphasis on a candidate’s level of potential. Attracting these high-potential candidates will remain significantly harder to achieve while skills and experience driven recruitment processes continue to rule-out individuals based on their previous experience rather than looking at their compatibility with the company culture, values and behaviours.

For example, over a third of the UK’s top employers say that, regardless of academic results or university attended, it is “not very likely” or “not at all likely” that a graduate with no previous experience would be successful in landing a job at their firms.

But, when it comes to graduates, experience isn’t always everything…

Whilst referring to previous experience can attract good candidates, a considerable number of recent graduates are relatively inexperienced when entering the working world. As a result, your business could miss out on the high-calibre graduates who have the potential to drive the business forward and become your future leaders.

So, what needs to change?

There needs to be a switch in mindset from ‘what has the individual previously done?’ to ‘what is the candidate capable of?’ To effectively facilitate this, CVs should be utilised as a point of reference rather than a decision maker.

Think about it…

The British forces don’t recruit based on skills and experience, as they recognise that these are not key drivers of performance. For example, The Royal Navy will have some of the best Weapons Engineers in the world – yet they don’t recruit weapons engineers. They recruit high potential talent who display an ability to be trained.

The road to successful recruitment can seem complex, with two thirds of applicants being deterred by a poor application experience, but this doesn’t have to be the case. Building benchmarks is an effective way to measure candidates in line with your overall business strategy, values and cultures. It allows you to develop a consistent and balanced recruitment process with greater focus on desirable competencies and behaviours. This can provide a better indication of a candidate’s ability and willingness to learn and develop, helping you to determine their long-term potential within your company.

Recruiting individuals that they are better aligned to your business can uplift productivity, boost retention and help you to build a strong succession plan for the future.

But, securing your top talent is only half the battle…

With the high cost of employee turnover, and 94% of employees stating that they would stay at a company longer if it provided development opportunities, what are you doing to ensure that you’re retaining your top talent?

Investing in the professional development of your employees, at all stages in their career, is a great place to start!

Whether it’s longstanding employees or individuals in the early stages of their career, investing in talent development can build a strong succession plan and talent pipeline for the future…

 Address the skills gap

Your business can only be as successful as your employees’ abilities to drive it forward. Yet, in 2018, almost half of UK workers reported being mismatched to their roles, with 12% being under-skilled.

A method that has proven to effectively upskill employees and integrate training into real-business scenarios, is blended learning. By exposing your employees to varied tools such as: experiential learning to identify and develop individual skills gaps; classroom sessions to focus on behaviour; and group activities for peer learning and feedback, they will gain deeper learnings that are actually applicable in the working world. 

Looking to the future, the employers that will thrive will be those who grow their own talent to create a skilled and diverse workforce, allowing them to respond to changing business directions.

 

As experts in behaviour, the Discovery team recognise the importance of aligning your recruitment and training to your company culture, values and behaviours to ensure that you have the right people, in the right roles, with the right skills and behaviours. By doing so, individuals become more effective within their role, a genuine asset to the business, and contribute to the long-term success of the business. If you are looking for further support in talent recruitment and development, please contact us.