HR professionals across all industries have been expressing concern over the difficulty in recruiting qualified job candidates for some time but with a lower number of applicants actually applying, the task of locating individuals who possess the needed skills, experience and educational credentials, is becoming even more challenging in the current day.
The fact that organizations are saying they have had more difficulty filling full-time regular positions in the last 12 months than in previous years is a sign that conditions have changed. The top cited reasons – lack of sufficient work experience and job skills among job candidates, more competition from other employers and a lower number of applicants’ altogether.
A skills shortage occurs when there are not enough people with a particular skill to fill the needed number of positions within a particular occupation. Some basic skills shortages are writing, basic computer skills, reading comprehension and mathematics. And applied skills shortages are critical thinking and problem solving, work ethic, written communication and leadership. With that said, the most difficult positions to fill were for high-skilled medical (nurses, doctors, specialists), scientists and mathematicians, skilled trades (electricians, carpenters, machinists), engineering and architecture, IT/computer specialist (analysts, developers, programmers) and executives. Basic and applied skills are not only critical but necessary in order to build a foundation for a strong and stable workforce.
Many organizations have had to have their training budgets increased in order to fill the gap between qualified candidates and or training existing employees. While online training courses have become the most utilized option, many employers are still utilizing conferences and professional workshops and on the job training. Investing in education and training should be viewed as a way to meet skills shortfalls.
Though many organizations are utilizing social media and collaborating with educational institutions as recruiting strategies, the most effective strategies have been using a recruitment agency and training existing employees to take on hard-to-fill positions.
Organizations need not to only focus on finding and retaining highly skilled employees but also need to consider how they are going to develop the next generation of organizational leaders as the current workforce ages and the highly experienced and skilled workers retire. Making sure employees are not at risk of burnout will also be critical, taking into consideration that when they’re unable to fill some positions, their existing staff may be forced to do more with less.