Struggling to hire? You’re not alone.

In an eye-opening study by the Open University, 90% of the 400 UK businesses surveyed reported finding it difficult to recruit employees with the required skills in the last 12 months. In today’s fast-paced and ever-evolving business landscape, finding candidates with the right skills and qualifications has become increasingly challenging for employers across various industries. This dilemma is not only frustrating but also costly, as organisations struggle to fill crucial roles and meet their business objectives.

Here, we take a look at the reasons for the current talent drought and what employers can do to address it.

The talent shortage

One of the primary reasons behind the difficulty in finding suitable candidates is the rapid advancement of technology and the changing nature of job roles. According to a recent survey by ManpowerGroup, 69% of employers globally reported difficulty filling positions due to a lack of available talent, with the highest shortages observed in IT, engineering and healthcare sectors.

There are many factors effecting the long-term skills shortages including retirement, illness, and staff salary expectations. In addition, an increase in digitalisation, automation and the net zero imperative are creating demands for new and additional skills in the workplace that are in short supply.

The main impacts of recruitment difficulties and skills shortages were felt by existing staff. 70% of organisations in Northern Ireland say skills shortages have increased the workload on existing staff, with reduced activity or output and decreased staff morale and well-being also being reported.

Tackling the talent pool problem

While the talent shortage presents a significant challenge, there are several strategies that employers can adopt to overcome this obstacle and secure the skilled workforce they need.

1. Invest in training & development

Instead of solely relying on external talent, employers can invest in up-skilling and re-skilling their existing workforce. Providing training programmes, opportunities for promotion and professional development not only enhances employee loyalty and retention but also ensures that employees possess the necessary skills to meet evolving job requirements.

2. Forge partnerships with educational institutions & Grow Your Own Talent

Collaborating with universities and further education colleges can help employers shape educational curricula to align with business needs.   Further education colleges provide short courses focusing on upskilling areas required in today’s businesses as well as longer term programmes to include Higher Level Apprenticeships so you can ‘grow your own’ talent within your business to plug the skills and knowledge gap. Many of these are either fully or part funded. They can even create bespoke programmes for specific niche areas.

Check out what is on offer in your local regional college here.

3. Succession Planning

Managers should identify critical roles within the business and have a plan in place as to where the replacement talent is going to come from.

The 7 step process here is:

• Identify the critical roles
• Identify the Knowledge, skills and experience required for each of these roles
• Determine where your potential replacements are going to come from i.e internal or external to the organisation
• Consider whether restructuring is required to create a more junior role to allow a phase into the critical role
• Create a training plan to develop any knowledge or skills that should be developed
• Ensure there is a plan and sufficient time allocated for the experienced employee to share their knowledge and experience.
• Ensure to conduct a fair selection process

4. Embrace flexible work arrangements

With advancements in technology, remote work has become increasingly feasible for many roles. Offering flexible work arrangements, such as telecommuting and flexible hours, can widen the talent pool by attracting candidates who value work-life balance and may not be geographically located near the office.

5. Tap into alternative talent sources

 Explore non-traditional talent pools, such as freelancers and retirees, to fill skill gaps on a temporary or project basis. Leveraging platforms like freelancing websites, LinkedIn and professional networks can connect employers with qualified individuals seeking flexible employment opportunities.

6. Review and Improve Benefits Package

Many employers have taken a new approach to encourage applicants to apply by focusing their advertisement on the employees benefits rather than the requirements of the role.

You should consider evaluating your benefits package against your comparators and adjust or improve your benefits where possible to not only encourage applicants but also as a retention and reward method to hold on to your top talent once they are recruited.

7. Who’s Assessing Who……..Remember You Are Also Being Assessed!!

According to Forbes, 42% of job seekers decline a job offer as a direct result of a bad interview experience. Therefore, it is vital not to let the right candidate slip through your fingers as the result of a bad first impression. A job interview is a chance for potential employees to find out about your company, just as much as it is for you assess their suitability. First impressions count – for both parties.

The talent shortage poses a significant challenge for employers seeking to fill critical roles and drive business growth. However, by adopting innovative strategies, employers can effectively bridge the skills gap and secure the talent they need to thrive in today’s competitive market.

At Consult HR, we understand the importance of finding the right talent to drive organisational success. By partnering with us, employers can access tailored solutions and expert guidance to navigate the complexities of talent acquisition and retention. For more information, contact Julie by emailing: julie@consulthr.co.uk.

The countdown to Christmas is on, which means that many businesses will be preparing for the time-honoured tradition of the office Christmas party. While these gatherings can be a fantastic opportunity for showing appreciation, team bonding and spreading cheer after a busy year, a staggering 9 out of 10 businesses have reported having an employment issue as the result of a Christmas party. As an employer, it is important to take proactive steps to protect your business and prepare for any potential fallout.

With this in mind, here we share the reasons why it’s important to address this issue, as well as providing some practical strategies to ensure a happy and safe Christmas party.

Ba humbug! Why it’s important to protect your business

Why poorly planned Christmas parties could be costly for your company:

1. Avoid legal consequences: One of the most significant concerns for employers during Christmas parties is the potential for legal action. Inappropriate behaviour, such as harassment, discrimination, or alcohol-related incidents, can lead to lawsuits, damaging your company’s reputation in the process. Being unprepared can result in costly legal consequences and negative publicity.

2. Protect your company culture: A work Christmas party should reflect your company’s values and culture. Failing to address inappropriate behaviour can damage the trust and respect within your team. Employees should feel safe and respected at all company events, including Christmas parties, whether based in the office or somewhere else.

3. Maintain a positive work environment: The fallout from a poorly managed Christmas party can linger long after the event is over. Employees who experience discomfort or harassment may find it challenging to return to work with a positive attitude, leading to decreased morale and productivity and could potentially result in their resignation.

Tis the season to put practical strategies in place

Follow these measures to ensure your Christmas party is free from tears, tantrums and legal action.

1. Set clear expectations: Before the party, make sure your employees are fully aware of your expectations. Remind them of your company’s code of conduct and policies regarding harassment, discrimination, and alcohol consumption. This will serve as a proactive measure to prevent unwanted behaviour.

2. Monitor alcohol consumption: While you want your employees to enjoy themselves, excessive alcohol consumption is the main reason that things can quickly go wrong. Consider offering a limited drinks menu or drinks tokens to encourage responsible drinking. Ensure there are non-alcoholic beverage options available for everyone and staff have access to water.

3. Provide guidance on social media use: Being in a setting outside of work can bring out a more relaxed version of people, which might be different to the professional image you uphold of your business. Unsurprisingly, you might not want this to appear online. Therefore, it is a good idea to have a Social Media Policy in place, which advises employees not to place material online which could negatively affect the reputation of the employer, or which breaches its Bullying and Harassment Procedures. Employees should be reminded about the practice of social media in the run up to Christmas and whether this will then be any different for the company Christmas party.

4. Designate responsible staff: Appoint designated staff members to oversee the event and keep an eye on potential issues. They should be trained to handle any misconduct discreetly and professionally, ensuring that employees feel safe and respected.

5. Offer safe transportation: If your party involves alcohol and takes place off-site, consider arranging transportation options such as a bus or taxis to ensure that all employees have a safe way to get home.

6. Encourage inclusivity: Consider the diverse backgrounds and beliefs of your employees when planning your Christmas party. Ensure that the celebration is inclusive and respectful of everyone’s values and traditions.

7. Address misconduct promptly and professionally: If any incidents of inappropriate behaviour do occur, take them seriously and address them quickly. Investigate complaints, implement corrective actions, and ensure the affected employees receive support.

Williams and others -v- Whitbread Beer Company

 In Williams and others -v- Whitbread Beer Company, three claimants were work colleagues who attended a Christmas party, where drinks were available and paid for by their employer. After becoming intoxicated, the claimants were involved in an incident, which resulted in personal abuse and violent conduct of a superior.

As a result of their actions while drunk, the three claimants were dismissed from their positions within the company. The Court of Appeal approved the employment tribunal’s decision that the claimants were unfairly dismissed as the incidents were performed outside working hours and in a situation where a free bar had been provided by the employer. The decision to dismiss was therefore held to be outside the band of reasonable responses.

In this case, different decisions should have been made both before and after the incident in question:

• Employees should have been reminded of the company’s code of conduct and policies regarding harassment, discrimination, and alcohol consumption.
• Alcohol consumption should have been monitored or drinks tokens offered in place of an open bar.
• Post-incident, a proper investigation and findings should have been followed to avoid unfair dismissal.

While office Christmas parties can be a wonderful way to celebrate the hard work of employees and boost team morale, it’s essential for employers to be prepared for any potential fallout. By setting clear expectations, monitoring alcohol consumption, and promoting inclusivity, you can create an environment where employees can enjoy the festivities in a safe and respectful manner.

If you have an issue around an office Christmas party and need advice, contact Julie at Consult HR by calling: 078 5808 9006 or email: julie@consulthr.co.uk

Employers are currently experiencing a recruitment crisis. The job market is a candidate-driven one, with more positions available than there are qualified candidates to fill them. This is causing a number of difficulties for employers, who are struggling to fill their job vacancies with skilled and experienced staff.

According to a survey carried out by The British Chamber of Commerce, 80% of businesses surveyed (92% of whom are SMEs) attempting to recruit have faced challenges, with hospitality and manufacturing firms the most likely to report difficulties.

If you are struggling to recruit now, this blog post is a must read! Here, we share the common challenges employers are facing, as well as our useful tips that might just help you secure your next new employee.

From candidates not turning up for interviews, to lengthy application processes, here are some of the most common challenges employers are currently facing:

A shortage of high skilled staff: Following the pandemic, there is a real shortage of skilled workers across many industries, making it extremely difficult for employers to find qualified candidates. Thanks to Covid, we have seen a big shift in several industries, such as catering. Many people who were furloughed, used the time to retrain or take part in online courses, leading to career changes.

Fierce competition: With so many job vacancies available, employers are competing for the best candidates. At Consult HR, we regularly hear how candidates have accepted another job before an employer has gotten around to offering them theirs. Believe it or not, this has actually happened while on the way to a job interview!

Difficulties in attracting candidates: With candidates receiving several job offers, it can be difficult for employers to stand out. Business owners are keen to retain staff so when resignation is mentioned, often the employer will increase their salary and benefits so that they will stay.

Long hiring processes: The hiring process can be long and drawn-out, which can lead to candidates losing interest or accepting other offers. Streamline your recruitment process as much as possible in order to avoid this.

High turnover rates: Once employees are hired, they may not stay long if they are not happy with their job, the on-boarding process or their employer. Furthermore, job candidates may hear of the company’s high staff turnover rates, which in turns causes them to reconsider the role.

If all of this sounds familiar, check out our top tips to help secure your next new employee:

Build a strong employer brand: Your company’s brand and reputation is what potential candidates think of when they see a job advertisement. Make sure your employer brand is positive and attractive to the candidates you want to hire.

Speed up your hiring process: The faster you can hire, the better. Make sure your hiring process is efficient. People crave convenience so make the application stage as easy and straightforward as possible. If you have a long winded and complicated application form, this could potentially put people off from applying. Furthermore, complete the recruitment process without any unnecessary delays to avoid the ideal applicant being scooped up by another employer.

Offer competitive salaries and benefits: Given how difficult it is to secure the correct candidates, this is essential in today’s competitive market. Make sure you are offering salaries and benefits that are competitive with what other companies are offering. Remember to highlight your benefits at application stage so that candidates are aware of the advantages of working for you. Consider whether other benefits like flexible working, private healthcare or increased holidays are an option.

Leave candidates with a positive impression: Make sure the candidate experience is positive from start to finish. Competition is fierce right now and the interview is as much about the candidate sussing out if they would like to work for YOU as it is for you to find out about suitability for the position. Don’t forget to honestly promote the positive aspects of your company culture.

Be prepared to negotiate: Candidates are more likely to accept your offer if you are prepared to negotiate. If you find the perfect candidate, be willing to compromise or risk them slipping through your fingers.

If you are having difficulty with your recruitment process, help is at hand. Contact Julie at Consult HR by calling: 078 5808 9006 or email: julie@consulthr.co.uk

The culture of a company is a set of shared core values and practices that define an organisation, both internally for employees and externally as part of its public image. The more well-defined a company’s culture is, the more likely they are to attract top talent and retain current staff!

This is why paying particular attention to your company culture has never been so important as we emerge from the Coronavirus pandemic and now find ourselves in the midst of the Great Resignation.   With companies struggling to successfully recruit new staff and adapt to new ways of working, ensuring your company culture is on point is vital.

Here are a few things to consider when thinking about the culture within your company:

1. Establish Trust

As a leader, it is important for you to build a trustworthy relationship with your employees. When your employees trust you, they believe in your decisions. But trust is not something that you can gain overnight; you have to earn it over time with conscious effort.

2. Define the Ideal Workplace Culture

Before you shape the existing culture in your company, define the ideal qualities that you want to integrate with your company culture. There is no culture that fits every organization, different companies have different priorities. So, define your ideal work culture based on the vision you have for your company.

3. Set Clear Expectations and Goals

Employees should clearly understand what’s important and what’s not. As a manager/ leader, it is your responsibility to set clear goals for them and make them understand how their personal goals can contribute to organisational success.

4. Measure Success and Give Feedback

The next step after setting goals is to regularly measure them and give feedback. If you want to achieve a goal, then monitor progress. It is said that monitoring progress frequently increases the chances of successfully meeting your goals.

1. Recognise Good Work

Workplace culture is not just about changing the behaviour of your workforce; it is about how you act at your workplace. Appreciate and reward great work. Employees have busy schedules and a list of tasks that they have to finish before deadlines. So, when employees perform beyond their expectations, as a leader, recognise what they’ve done and reward them.

2. Develop Employees

When you monitor an employee’s performance, as a manager/ leader, you should be able to help them perform better the next time. Establish a culture of continuous learning in your company.  Mobility policies along with CPD will help to encourage your staff to reach their full potential.

3. Focus on Employee Engagement

Employee disengagement is a common issue at workplaces at present. As a manager, you have to find a way to keep your employees happy and engaged at work. Focusing on employee engagement helps you understand your employees and create a positive workplace culture, which aligns with the individual values of the employees as well as the organisational values.

By taking the helm and addressing the impact that your company culture has on your employees, you could be mitigating future losses of staff and boost your retention rates.  If you feel that this is an area where you may need some help, contact Julie at Consult HR today by emailing julie@consulthr.co.uk or call 07858089006.