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Skills Scarcity: The Grip on Growth in 2024’s UK Business Landscape

Unpacking the UK’s talent crisis: How skills shortages threaten business growth in 2024.

Skills and labour shortages holding back your business growth or threatening your ability to maintain existing levels of business activity in 2024?

The year 2024 dawns with a familiar unease for many British businesses. Is the UK having a labour shortage? Not just having one, but grappling with a multifaceted talent crisis threatening to stifle growth and even imperil existing operations. While economic forecasts paint a cautiously optimistic picture, the ground beneath is riddled with the gaping fissures of skills and labour shortages. This article delves into the anatomy of this crisis, identifying the biggest skills gaps and their impact on various sectors, while offering actionable insights for businesses to navigate this treacherous terrain.

The Stark Reality: Numbers Don’t Lie

Yes, the UK is undeniably experiencing a severe labour shortage. As of November 2023, over 1.1 million job vacancies remained unfilled, a figure only slightly down from the record highs witnessed earlier in the year. This deficit stretches across industries, with sectors like hospitality and leisure (35.5%), construction (20.7%), and healthcare (19.5%) bearing the brunt. Even more disconcerting is the narrowing gap between vacancies and unemployment numbers, implying a mismatch between available personnel and required skillsets.

The Roots of the Crisis: A Multifaceted Maze

This predicament stems from a confluence of factors:

  • Demographic Shifts: An ageing population and declining birth rates create a shrinking pool of young talent entering the workforce.
  • Skill Gaps: Rapid technological advancements demand new skillsets, leaving traditional workforce demographics with inadequate adaptability. This is particularly evident in the need for digital skills, data analytics, and cyber security expertise.
  • Wage Stagnation: Wages failing to keep pace with inflation discourages potential entrants, particularly in low-wage sectors like hospitality and care.
  • Working Conditions: Concerns about job security, unsociable hours, and demanding workloads deter candidates from joining certain industries.

The Sectorial Pinch: Where Does it Hurt Most?

The ramifications of these factors play out differently across industries:

  • Hospitality and Leisure: This sector faces a double whammy – reduced EU migration and a reluctance among domestic workers to accept low-wage, often precarious jobs. The result is a persistent shortfall in chefs, waiters, and housekeeping staff, impacting tourism and the wider economy.
  • Construction and Manufacturing: Skill shortages in critical trades like carpentry, plumbing, and welding hamper project completion and infrastructure development. Additionally, a lack of digital skills impedes automation and productivity gains.
  • Tech and Innovation: The UK struggles to keep pace with the burgeoning demand for software developers, data scientists, and cyber security professionals. This talent deficit stifles innovation and threatens the UK’s potential as a tech hub.
  • Healthcare and Social Care: A critical shortfall in nurses, care workers, and mental health professionals puts immense pressure on an already overburdened system. This gap in care provision directly impacts patient well-being and the sustainability of the NHS.

Navigating the Maze: Strategies for Survival and Growth

The current landscape doesn’t spell doom and gloom. Businesses can adopt proactive strategies to overcome the talent crunch:

  • Invest in Upskilling and Reskilling: Train existing employees to acquire new skills relevant to future demands.
  • Rethink Recruitment Practices: Broaden your talent pool by considering candidates from diverse backgrounds and offering flexible work arrangements.
  • Focus on Employee Well-being: Competitive wages, strong employer branding, and a positive work environment can attract and retain top talent.
  • Embrace Automation: Invest in technologies that can augment existing workforce capabilities and bridge skill gaps.
  • Collaborate with Educational Institutions: Partner with universities and vocational schools to foster skilled talent pipelines.
  • Advocate for Policy Changes: Lobby the government for immigration reforms and investment in training programs to address critical skill shortages.

A Call to Action: Collective Responsibility, Collective Success

The UK’s skills and labour shortages require a multi-pronged approach. Businesses, educational institutions, and the government must collaborate to bridge the gap.

Bridging the Gap: A Collective Endeavour for UK Business Sustainability

While the challenges seem daunting, a collective spirit of innovation and adaptation can turn the tide. Embracing upskilling, rethinking recruitment, and advocating for policy changes are crucial steps for individual businesses. However, the onus doesn’t fall solely on their shoulders.

Education Systems Need Revamping: Curriculum needs to evolve to address industry demands, focusing on digital skills, adaptability, and lifelong learning. Universities and vocational schools should collaborate with businesses to create internship programmes and tailor courses to meet specific talent needs.

Government Intervention is Key: Policy reforms focusing on immigration, talent visas for critical sectors, and targeted investment in training programmes can significantly impact the talent landscape. Streamlining visa processes and attracting skilled professionals from abroad can provide immediate relief. Additionally, investing in vocational training facilities and apprenticeships can create pipelines for skilled workers in high-demand fields.

Collaboration is the Cornerstone: Building partnerships between businesses, educational institutions, and the government is vital. Forums for knowledge sharing, joint training initiatives, and industry-aligned curriculum development can create a synergistic ecosystem fostering future-proof talent.

Looking Beyond 2024: The skills and labour shortages are not merely a 2024 challenge; they represent a structural shift in the workforce landscape. Businesses must adopt a longer-term perspective, fostering a culture of lifelong learning and continuous skill development within their workforce. Embracing remote work and flexible work models can attract a wider talent pool and enhance employee retention.

In conclusion, the UK’s skills and labour crisis presents a formidable obstacle, but not an insurmountable one. By embracing innovation, rethinking recruitment, and fostering collaboration, businesses can not only navigate the current turbulence but also build resilience for the future. A collective effort from businesses, educational institutions, and the government, coupled with a forward-looking vision, can unlock the potential of a skilled and thriving workforce, propelling the UK towards a sustainable and prosperous future.

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Why is it so hard to get staff?

What are the effects of shortage of staff?

10 Tips for Recruiting Hard-to-Find Staff in the UK in 2024:

  1. Rethink your employer brand: In a tight market, your company culture and values matter more than ever. Showcase what makes you unique and attractive – flexible work options, strong ESG (environmental, social, and governance) commitment, diverse and inclusive environment, etc.
  2. Target niche talent pools: Look beyond traditional job boards and focus on communities where your ideal candidates gather. Attend industry events, partner with professional associations, engage with universities and colleges for early talent, and leverage social media groups.
  3. Revisit your job descriptions: Ditch generic postings and craft compelling narratives that highlight the role’s impact, growth opportunities, and team dynamics. Use clear and concise language, focusing on essential skills and experience.
  4. Embrace alternative recruitment methods: Consider targeted advertising on niche platforms,employee referrals with attractive incentives, or even talent competitions specific to your industry.
  5. Offer competitive compensation and benefits: Research market rates and factor in the rising cost of living. Go beyond salary with attractive benefits packages like flexible hours, remote work options, generous healthcare plans, and skill development opportunities.
  6. Prioritise a streamlined and engaging candidate experience: Make the application process seamless and efficient. Provide regular updates and feedback, and utilise virtual interviews and assessments to reach broader talent pools.
  7. Focus on diversity and inclusion: Actively seek candidates from underrepresented groups and ensure your recruitment process is free from bias. Partner with diversity recruitment agencies and showcase your commitment to an inclusive workplace.
  8. Leverage employee advocacy: Encourage your current employees to become brand ambassadors. Share employee testimonials, success stories,and company culture insights through social media and internal channels.
  9. Invest in candidate relationship management (CRM): Track your recruitment efforts and build relationships with potential candidates, even if they don’t fit the immediate need. This can create a talent pipeline for future positions.
  10. Be open to new ways of working: Consider alternative work arrangements like freelance, contract, or part-time positions to attract talent with specialised skills or those seeking flexibility.

Remember, attracting top talent in a competitive market requires a proactive and personalised approach. By following these tips and demonstrating genuine care for your employees, you can increase your chances of finding the hidden gems you need for your UK team in 2024.

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Struggling to recruit in the UK? Discover the 10 most challenging vacancies and expert tips on attracting the talent you need.

Can’t find the workers?

Recruiting in the UK: Battling the Hydra of Unfilled Vacancies

The UK’s job market is booming, unemployment is down, and businesses are crying out for talent. But amidst this apparent abundance, a hidden monster lurks – the hydra of hard-to-fill vacancies. These positions, like mythical beasts, seem immune to traditional recruitment methods, leaving employers frustrated and productivity stalling. As a UK recruitment expert, I’ve seen this struggle firsthand, and here I aim to identify the 10 most ferocious heads of this hydra, delving into why they’re so challenging to tame and offering practical tips for employers seeking to slay these recruiting dragons.

1. The Tech Titans:

Leading the charge are the Software Engineers, Architects, and Developers – the digital alchemists turning ideas into silicon gold. Their specialised skills are in high demand across industries, from fintech to healthcare, but their supply remains limited. The allure of remote work and lucrative US opportunities further complicates the hunt. Tips: Upskill existing employees, embrace flexible work arrangements, and highlight your company’s innovative projects to attract tech talent.

2. The Carers Conundrum:

On the opposite end of the tech spectrum lies a critical, yet under-valued, head: the Care Assistant. The ageing population relies heavily on these compassionate souls, but low wages, high pressure, and emotional strain make recruitment a constant struggle. Tips: Advocate for improved pay and working conditions, invest in training and development, and showcase the rewarding nature of care work.

3. The Culinary Conundrum:

From Michelin-starred kitchens to bustling bistros, the aroma of unfilled vacancies hangs heavy in the air. Skilled Chefs are a rare breed, demanding both culinary artistry and managerial acumen. Long hours, intense pressure, and limited career progression push many away. Tips: Offer competitive salaries, flexible work schedules, and opportunities for learning and development. Emphasise the creative freedom and satisfaction of crafting culinary masterpieces.

4. The Customer Service Centaurs:

The ever-demanding realm of Customer Service requires a mythical blend of patience, problem-solving, and communication skills. Yet, these modern-day centaurs are often undervalued and overworked, leading to high turnover and recruitment woes. Tips: Foster a positive work environment, invest in employee training, and empower your customer service heroes with autonomy and decision-making power.

5. The Construction Hydra:

Brick by brick, the UK’s construction industry faces a skills shortage. From Bricklayers and Electricians to Carpenters and Plumbers, skilled tradespeople are in high demand. The perception of physically demanding work and limited career prospects discourages potential recruits. Tips: Partner with training institutions, offer apprenticeships and attractive career paths, and highlight the competitive salaries and job security of the construction sector.

6. The Logistics Labyrinth:

Keeping the wheels of the UK economy turning are the heroes of the Logistics industry. From HGV Drivers and Warehouse Operatives to Logistics Coordinators, their invisible hand ensures goods flow seamlessly. However, long hours, unpredictable schedules, and physically demanding work make recruitment a logistical nightmare itself. Tips: Offer flexible work arrangements, invest in automation to reduce physical strain, and showcase the vital role logistics plays in keeping society running.

7. The Digital Detectives:

In the ever-expanding digital realm, Cybersecurity Specialists are the knights safeguarding our data and infrastructure. Yet, their specialised skills are scarce and constantly evolving, making recruitment a game of cat and mouse against cybercriminals. Tips: Partner with universities and cybersecurity training programs, offer competitive salaries and opportunities for professional development, and emphasise the critical role of cybersecurity in protecting our digital world.

8. The Scientific Squad:

From geneticists to engineers, the UK’s Science, Technology, Engineering, and Mathematics (STEM) sectors face a talent gap. The perception of complex studies and limited career options deters students, leaving research labs and engineering projects understaffed. Tips: Make STEM education more engaging and accessible, showcase the real-world impact of scientific research, and offer internship and apprenticeship programs to foster early interest.

9. The Medical Mages:

The healthcare system’s beating heart – Nurses, Doctors, and other Medical Professionals – are battling burnout and staff shortages. Long hours, emotional stress, and complex bureaucracy make these vital roles even harder to fill. Tips: Invest in staff wellbeing, improve working conditions, and offer flexible work arrangements. Advocate for better pay and career progression opportunities to attract and retain medical professionals.

10. The Education Architects:

Shaping the minds of future generations, Teachers are facing unprecedented challenges. Low salaries, lack of autonomy, and an increasingly demanding work environment make this noble profession less appealling. Tips: Invest in teacher training and support, empower educators with decision-making power, and showcase the creative freedom and rewarding impact of teaching. Emphasise the vital role of education in shaping a better future.

Conquering the Hydra:

These 10 heads are just a glimpse of the hydra of unfilled vacancies. While the challenges are real, so are the solutions. By understanding the reasons behind the talent shortage, embracing innovative recruitment strategies, and investing in employee well-being and development, employers can slay these recruitment dragons and attract the talent they need to thrive. Remember, conquering the hydra requires not just brute force, but also cunning, adaptability, and a commitment to fostering a work environment where talent can flourish.

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Where are the biggest risk management skills gaps?

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Top 10 Business Risk Management Jobs with Skills Shortages Heading into 2024: A Recruiter’s Perspective

As the calendar edges closer to 2024, business leaders worldwide are taking stock, strategising, and bracing for the ever-evolving landscape of risk. In this volatile climate, one thing remains constant: the critical need for skilled and dedicated professionals in business risk management (BRM).

However, a concerning trend is emerging – a widening skills gap within the BRM domain. Several key job titles within this field are facing acute shortages, leaving organisations exposed and vulnerable. Recruiters shed light on the top 10 such roles and the crucial skills employers are desperately seeking.

1. Chief Risk Officer (CRO): The captain of the BRM ship, the CRO oversees the entirety of an organisation’s risk landscape. They require exceptional leadership, strategic acumen, and deep understanding of industry regulations. “A strong CRO is worth their weight in gold. They not only identify and mitigate threats but also build a culture of proactive risk awareness within the company.”

2. Operational Risk Manager: Responsible for day-to-day risk assessment and mitigation within specific operations, these individuals juggle meticulous attention to detail with broader strategic thinking. Strong analytical skills, process improvement expertise, and a keen eye for potential disruptions are essential. “Operational risk managers are the silent guardians of efficiency. Their vigilance ensures smooth operations and prevents costly hiccups.”

3. Cyber Security Risk Analyst: With cyber threats escalating by the day, skilled cyber security risk analysts are in high demand. They must possess a blend of technical expertise (think vulnerability assessments and penetration testing) and strong communication skills to translate complex technical jargon into actionable insights for leadership. “In today’s digital age, cyber security is not just an IT issue, it’s a business imperative. Cyber security risk analysts are the frontline soldiers in this critical battle.”

4. Business Continuity and Disaster Recovery (BCDR) Planner: Adept at conjuring disaster preparedness plans from thin air, BCDR planners are masters of resilience. They require meticulous planning skills, logistical prowess, and the ability to keep a cool head under pressure. “A good BCDR planner is worth their weight in gold when disaster strikes. They ensure our business can weather any storm, minimising downtime and protecting our bottom line.”

5. Enterprise Risk Management (ERM) Specialist: ERM specialists are the glue that binds an organisation’s risk management framework together. They excel at data analysis, risk modelling, and translating complex risk assessments into actionable insights for different departments. “ERM specialists are the translators of the risk world. They break down complex data into digestible information that empowers informed decision-making across the organisation.”

6. Fraud Investigator: Unearthing financial deception and safeguarding organisational assets, fraud investigators are the financial detectives of the business world. They require a keen eye for detail, sharp analytical skills, and the tenacity to follow the money trail wherever it leads. “Fraud investigators are the silent guardians of our financial integrity. Their vigilance protects our bottom line and ensures investor confidence.”

7. Environmental, Social, and Governance (ESG) Analyst: With ESG considerations becoming increasingly crucial for businesses, skilled ESG analysts are a hot commodity. They must possess a comprehensive understanding of sustainability principles, social impact measurement, and the ability to translate complex ESG data into actionable insights for leadership. “ESG analysts are the bridge between business and sustainability. They help us make informed decisions that not only benefit our bottom line but also create a positive impact on the planet and society.”

8. Supply Chain Risk Analyst: In today’s globalised world, supply chains are intricate and vulnerable. Supply chain risk analysts are the watchdogs, identifying and mitigating potential disruptions, from resource shortages to geopolitical instability. Strong analytical skills, supplier relationship management expertise, and a global perspective are key. “In today’s interconnected world, supply chain resilience is paramount. Supply chain risk analysts are the first line of defense against disruptions that can cripple our operations.”

9. Regulatory Compliance Officer: Their role is pivotal in protecting organisations from legal repercussions and reputational damage. “Compliance officers are the unsung heroes of corporate governance. Their vigilance ensures we operate within the bounds of the law and maintain the trust of our stakeholders.”

10. Internal Auditor: Acting as the organisation’s independent watchdog, internal auditors assess internal controls, identify risks and inefficiencies, and make recommendations for improvement. They require strong accounting and analytical skills, a keen eye for detail, and the ability to communicate complex findings to leadership in a constructive manner. “Internal auditors are the eyes and ears of the board. Their independent assessments ensure transparency and accountability, driving continuous improvement within the organisation.”

Closing Thoughts:

The skills gap in business risk management is a pressing concern, but it also presents a golden opportunity for talented professionals. By honing the skills outlined above, individuals can position themselves for rewarding careers in this critical field. For businesses, proactively addressing this gap through targeted recruitment, skills development programmes, and competitive compensation packages is crucial for building organisational resilience and navigating the turbulent waters of the future.

As we step into 2024, let us remember that business risk management is not merely a cost centre, but a strategic investment in the future. By fostering a culture of risk awareness, investing in skilled professionals, and implementing robust risk management frameworks, organisations can navigate the ever-changing landscape with confidence, seizing opportunities while mitigating threats.

Remember, the future belongs to those who anticipate the storm and build their ship accordingly.

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Strategies for managing employee shortages

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How do you attract recruit and retain top talent?

What is it about your business culture or reputation that should attract more job applications? How do you engage with your employees and fulfil their career progression aspirations? How well do you communicate with your existing employees and with those whom you wish to attract to your business? What opportunities are there for your employees to learn and develop their skills whilst improving your business development?

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How are you handling your talent shortage?

Have you overlooked the potential of your existing employees to fill your own skills gaps? Could you adjust your job descriptions to attract people who have the potential to grow into roll you need to fill? What could your business do in the short-term to manage what may be a short-term problem?

If you are not filling up your boat fast enough, what are you doing stop it leaking!

Many businesses under value the talent they have in their business already. The cost of replacing existing talent can include a higher salary to attract staff who leave, lost business waiting to fill job vacancies and the dissatisfaction of the employees left within the business.

  • Do you know if you have a problem of staff retention? There is a tendency for business leaders to blame the people who have left the business when the problem is how business leaders manage staff retention.
  • Do you know if you’re wages and benefits are competitive in the marketplace? A leaky boat could become a sunk boat! You may need to adjust your business priorities to prevent future issues becoming catastrophic.
  • Could better use of existing staff not only improve the business, but boost the confidence and loyalty of existing staff to stay with the business for the long haul.
  • What other changes apart from P can your business make to encourage existing staff to stay and attract talent? many people know value flexible working opportunities over higher pay and that may keep your existing staff or attract new employees.

The fuller engagement of employees in the journey of the business can pay dividends in terms of staff retention and avoidance of service quality issues.

Upskilling your workforce is essential for retaining and attracting new talent.

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You may need to change your approach if resourcing is causing business development problems. The cause of your skills gap maybe your own doing or maybe a marketplace issue. Either way your skills gap will need to be addressed if it is to stop impeding your business progress. What is your plan to fill your skills gap?

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How To Increase Business Performance By Attracting and Retaining Employees Better

A growing skills gap in the UK Australia and USA will hold back organisations who are not more innovative and creative with their recruitment process. It is one of the biggest threats to corporate objectives this year.

Retaining increasingly expensive employees is also key to improve business model sustainability.Its more profitable to keep talented high performers. They have the skills and knowledge to help you grow faster and replacing them will impact on your profit and make it less likely you will achieve your business objectives.

So you’ve got talented staff but how do you turn them into high performers

Attracting and retaining the best employees can be supported by selling and delivering better employee engagement strategy. Engage your employees more to help you achieve your business objectives with more certainty.

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How do you attract the right employees to help you improve your business performance? Many employees are looking for an opportunity to help your business grow faster. To retain such employees you need to develop them to help develop your business.

We can work with you to turn new recruit enthusiasm into improved results working together with more established employees who know your business processes and objectives well.

There is enormous costs associated with recruiting employees. What a waste to let this talent pass leave quickly through high turnover of staff. Work harder at retaining staff and not only will you boost your business performance, but you will reduce your recruitment costs, as people will stick with you, not leave to join your competitor.

Get help from BusinessRiskTV to help you attract and retain the best people in the UK. Increase your chances of business success by developing your existing business leaders to implement a new improved business strategy.

High employee turnover costs you time, money and your personal productivity.   Top talent is hard to attract and even harder to keep. Adopt new more creative ways to source, select and retain talented employees.

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Lloyds plc CEO is recently reported in Financial Times to have advocated the use of mindfulness for himself and his executives.

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The Job Can Kill You

Antonion Horta-Osorio was interviewed by Financial Times and he said the stress of the job nearly broke him within months of becoming the chief executive of Lloyds bank at perhaps one of the banks most risky times.   The bank had narrowly avoided total collapse and nearly half of it was taken into public ownership by the UK government.

The CEO had to seek psychological support and advice to prevent a possible nervous breakdown.   He realised he was not Superman and sought the guidance of a psychiatrist.   Prior to his near breakdown he hadn’t looked after his mental health enough.   He was speaking out to raise awareness of mental health problems at work.

From the CEO’s own experience he is now introducing a programme for his senior leadership team of 200 executives to make them aware of the measures the CEO learnt including mindfulness and psychological testing.   From these executives, it is hoped that the culture within Lloyds will change to prevent people further down the organisation quitting especially at a time where there is a skills shortage.

Not only could this improve the lives of all Lloyds staff, it could boost individual performance retain staff and boost corporate performance.

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There is a business value for mindfulness. Practising mindfulness can help prepare you to become a more effective business leader for your own benefit and for the benefit of the enterprise.

  • Become more personally resilient so the business is more resilient
  • Reduce your own stress and the potential stress on the business should you not work productively, or at all
  • Increase your emotional involvement in life and the life of your business

Work with mindfulness techniques and tools to improve teamwork and business results from more coordinated risk management practices. Develop your own mindfulness knowledge and increase the corporate mindfulness for a more resilient enterprise. You might even become a better leader with mindfulness training and development.

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