Employers complain of a talent shortage but is it their strict recruitment criteria that are to blame?
Companies and recruiters complain regularly about a shortage of talent and yet employment data from the UK government suggest that the pool of skilled people seeking work is actually increasing. So who's right?
Tom Griggs has written an interesting article in the Financial Times today that suggests that one possible explanation lies in precisely what is being demanded by employers. David Heath, of recruiter Alexander Mann, believes that the problem lies with human resources departments and their beaurocratic procedures. Mr. Heath argues that the specifications of a job often lead to strict but unnecessary criteria as a means of narrowing down the potential candidates. A recent survey seems to back this view.
More than 200 HR executives of global companies responded to a survey that found that 55 per cent had experienced difficulties in recruiting in the last six months and that 70 per cent attributed this to a skills shortage in the talent pool (rising to 76 per cent in the UK). Although 53 per cent of HR professionals said that they thought their organisation was 'good' or 'excellent' at being flexible in the recruitment process, 86 per cent said they had rigid skill, experience and educational requirements that candidates must meet before even being considered for interview.
Dragon's Den favourite, James Caan, who set up Alexander Mann, believes that companies with strict job specifications are making a mistake, claiming: ' Too many companies hire just one type of person. There is no shortage of talent in the job market, but anyone recruiting needs to think outside the box when they hire. They should look for a flash of passion and the person who goes the extra mile when preparing for an interview - someone who stands out, not just the person with the right CV and a stack of qualifications.'
He added: ' A good mix of people offering a variety of skills and personalities makes for a much more dynamic team and culture'.
A sentiment that is shared by many of our clients. The volatile economy has made some employers wary of increasing permanent headcount despite an increase in work load that has left their current team overstretched. They have chosen to provide extra support by hiring in additional staff on fixed-term contracts. One benefit of this approach is that normal rigid recruitment criteria can be relaxed as the new employee is only contracted to stay for a few months. The temporary nature of the contract allows firms to employ individuals with a different background experience or skill set from those usually required from candidates thereby expanding the diversity and experience of the team as a whole - often with very positive results.
The talent is out there - but perhaps employers are looking in the wrong place or for the wrong kind of candidate.
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