In this continually evolving world, skills gaps can arise from internal and external factors, for example, with the advancements in technology and automation, new industry practices and regulations, changing business needs, the retirement of experienced workers and more.
When skills gaps go unaddressed, it can hinder your company’s growth, productivity and competitveness. Here’s what you need to do…
A skills gap identifies the difference between the skills that your workforce already possess and where you are experiencing skills shortages.
- Address current skills
Start by conducting a skills inventory/audit across all of your departments. You could utilise skills testing platforms to test your employees and generate reports.
2. Analyse your company’s requirements
Take a look at each role within your organisation and compare the existing skill sets with the skills that are essential for the each of the roles.
3. Benchmark against industry standards
Look into trends, software and emerging skills within your sector to identify if there are any areas where you need to invest in a new skillset.
1. Upskill or reskill
To enhance, upskill and reskill your current workforce, you could invest in training programs. You could achieve this by forming partnerships with colleges, universities or training institutes.
2. Cross-department training
If a certain department is currently experiencing high-demand, you may be able to train existing employees in new skills to help to support those other departments, even if temporary while you recruit for new hires in that department.
3. Mentorship programs
Pairing your skilled professionals with less experienced employees can encourage knowledge sharing and help you retain critical skills as experienced members of the team transition out of the workforce due to retirement.
Incorporate ongoing skill development
To encourage a culture of learning, you could provide your workforce with access to digital platforms for online courses and training, certification programs or workshops to build their skills and versatility. By conducting skills audits on a regular basis you can keep up to date with potential skills gaps within your workforce and provide training support where applicable.
Once you are aware of your skills gaps, you can hire strategically by identifying and sourcing candidates who can bring those skills to your workforce with immediate effect. If you require skills that are harder to fill, you could seek the help of an agency who can headhunt talent for you. You could also partner with an agency to provide skilled workers on a temporary contract for short-term projects requiring specific skills.
Why does bridging the skills gap matter?
A workforce that is equipped with the right skills boosts productivity and will perform more efficiently. Upskilling workers also provides opportunity to offer career development which increases job satisfaction and retention. Addressing the skills gap also helps your workforce to align with your company’s long term goals.
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To encourage employees to stay for the long haul, they need to see a future with your company. By showcasing opportunities for advancement and development early on, you attract individuals who want to invest in a future at your company. Candidates who express a desire for growth and development are ultimately likely to stay long term. During the interview stage
