With so many headlines and project announcements detailing how many jobs are being created in the sector over the next ten years it can feel like a constant battle to find and (importantly) keep talented people on your team.
Even if government plans, apprenticeships programs, and incentive schemes are being launched - it doesn't necessarily mean that your project feels securely teamed. That’s where a solid project resourcing solution and plan can come into play, bolstering your efforts within the company to retain loyal talent.
This month we are looking at three ways this skills shortage doesn’t have to feel like a bad thing.
The entry-level to high-level pipeline is often misunderstood during skill shortages - after all you can’t take on a school-based apprentice to fill your current CFO vacancy. You can, however, utilise those who are newer to the industry in order to free up those people in your team who are ready to take on more responsibility and progress their career. An additional benefit of bringing in staff with less industry exposure early is that you then get to be the one supporting their professional growth so in a few years when there’s a new wave of shortages
- they’re already there and waiting for you to give a professional nudge to.
Your existing team shouldn’t be thought of as a static entity, just because someone was hired as one thing doesn’t mean they aren’t interested or wouldn’t be suited for a different or more complex role. You already have a pool of people you enjoy working with, meet your company standards, and might well be keen for some progression.
By utilising internal progress monitoring and mentoring, you might just find the perfect candidate in your own office. When you communicate to your team that you value their skills, experience, and place on your team you are helping to cement your reputation as an employer people want to work with.
The added bonus of looking internally for potential first is that you minimise the risk of them being headhunted by another organisation for the same role you’re looking to hire!
While it isn’t the greatest feeling in the world to have an application pass up on your opportunity in favour of working for someone else, it does present you an opportunity to figure out where exactly your company culture, remuneration, or structure might benefit from some tweaks.
Developing a good and strong company culture is more than putting beanbag chairs in the break room, but thanks to media and tech-startups many people think that’s all there is to it. By ensuring that your team has a great dynamic, a respectful atmosphere, and genuinely enjoy coming in to work you can lessen the likelihood of great talent walking out the door for solvable reasons.
Remember to listen closely when you ask your existing team what they’d like to see changed - if sprucing up the office is always in the feedback column, then it might be time to think about actioning it even if it doesn’t feel like a pressing matter.
When off-boarding, interviewing with potential applicants, and getting feedback from your trusted in-situ staff make sure you ask them directly what would make them consider switching employers. This can help you get a head of the curve so you don’t feel the pinch as hard as you might have otherwise.
Even when you’re not looking for a specific role, it is always a net positive to be well known in the industry for being a fantastic place to work.
Whether you take the opportunity to get involved in training programs, mentoring schemes, or university scholarships - the more you can get your company talked about as the place to work the less active recruitment you have to do when there’s a specific role that needs filling.
We aren’t just talking about beating this skills shortage or putting yourself in the best starting position for the next one - we’re talking about taking the opportunity and running with it. There will always be times when hiring in, making strong counter offers, or active pursuit of talent will be required - but by taking the things we’ve discussed here on board you can make sure you come out on top now and in the future.
13 Mar 2025