The adoption and advancement of technologies, such as artificial intelligence (AI) and the Internet of Things, mean workforces and the recruitment industry need a significant structural shift. By 2030, it’s predicted that two thirds of the UK workforce will lack basic digital skills, while more than 10 million people[1] will need skills in leadership, communication and decision making.
To get the most out of the cost and efficiency boosts from new technology, companies need clear recruitment and training strategies that allow them to scale at speed while keeping the workforce prepared for the changes.
The first step in scaling advanced technology teams effectively is ensuring the hiring team are equipped to bring in highly niche technical specialists. We often work with clients by setting up twice-weekly interview slots and filling them with candidates screened via video. This is a vital step and ensures we are working collaboratively with the business to scale quickly.
Recruiting key talent also requires the right strategy and tactics. If recruitment was simply a case of salary, many organisations would find that any potential cost-benefit could be quickly absorbed by high salaries for sought-after specialists. A study by Deloitte[2] found that money is not the primary career driver for more than 70 percent of millennials, who instead want to believe in the companies they work for and expect their employers to focus on societal or mission-driven problems. With competition over talent becoming progressively fiercer, organisations need to make sure they build a positive reputation to retain and attract key talent.
Scaling at pace can also come from lifting and shifting talent and expertise already in the organisation by upskilling staff or internal mobility. McKinsey research shows that UK companies will need to transition up to one third of their workforces into new roles or skill levels over the next decade. The key to success is hiring managers and recruiters working together. It is as important to upskill as it is to plug any technology skills gaps in the team to create a blend of specialities, skill sets and personalities to form a cohesive advanced technology team.
If they fail to meet this challenge, employers could find themselves with even more acute shortages of talent in the future.
