Creative Technologist, Idea Engineer, Conceptual Story Board Artist, Android Developer, Social Media Engagement Manager – these are all real life job titles, for jobs in areas that have been created in the revolution of our age – the technical revolution.
With jobs in areas that simply didn’t exist five years ago, is there any doubt to explain why there is a skills shortage? The pace of change in technology is so astounding that the education system simply cannot keep up. Experience is very much learned on the job and companies have to be brave in learning to experiment and letting their staff push their boundaries into new and innovative areas.
But what happens when you don’t have enough staff to push into new areas? What happens when you need to recruit? Companies simply pick up the phone and find someone from a different company right? Well yes, they and every other company out there. Companies need to understand the pool of talent out there is now a puddle – and it’s shrinking.
To attract the best out there you need to be different, you need to have a world class offering; with world class people and pay a world class salary. People need to buy into your vision and the journey you are going to take them on.
So how do we as recruiters address this skills shortage? Well for one it’s about education. Really engaging with universities and industry bodies to let them know where the jobs of today (and tomorrow) are and where the next generation will be needed. The great tragedy of our time isn’t that we have a lack of people; it’s that the market has a lack of people with skills.
Educating companies is also vital – the need to take a chance has to be ingrained now – as every company out there will not get the dream candidate, the dream candidate doesn’t exist – and it’s our job to educate the client to inform them of this.
We also need to start seeing beyond the CV – reading between the lines of people’s skills, really getting under the skin of a candidate to see if the skills they possess are transferable and if they would be suitable for a job – that is where recruiters can add value and really start to grow their talent pool.
Ultimately we live at the start of the new age – the age of technology – this revolution and the pace of change is fantastic for those involved in this industry, it is changing our lives daily; we need to adapt to this pace of change and help to educate companies and clients to recognise that there is a skills shortage out there, and embrace this challenge to help find great people jobs. Encouraging risk, embracing change and sculpting the youth of tomorrow for the needs of tomorrow is the only way to increase our puddle of talent, into a tsunami.
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