What do you do if your Global Talent Acquisition team is facing future skills gaps?

The initial phase in addressing skills gaps entails a comprehensive assessment to pinpoint specific areas of deficiency within our talent pool. This process involves analyzing industry dynamics, scrutinizing job specifications, and forecasting forthcoming requirements. Once these gaps are identified, strategic planning can commence to rectify them. Strategies may include redefining job roles to better align with evolving demands, enhancing training programs to upskill existing talent, or explore alternative channels for talent acquisition to source candidates possessing the requisite skills. Through diligent assessment & strategic intervention, we aim to fortify our workforce & ensure readiness to meet the rising needs of our organization.

Identify areas where development is lacking, especially in comparison to market demands. Partner with renowned external agencies/ subject matter experts to provide targeted training. Leverage their expertise to bridge the identified gaps. Involve recruitment team in the planning process. Understand the organization’s goals & targets. Strategically align with external partners to address specific needs, rather than reacting to escalations. Acknowledge that traditional hiring methods may not suffice in the current landscape. Encourage your team to unlearn & adapt to technological advancements & stay informed about industry trends. Prioritize retaining best talent. Experienced team members are easier to work with & contribute significantly.

In today’s dynamic landscape, understanding the global benchmark is crucial. This involves thorough research, including white papers and competency models, leveraging LinkedIn Talent Insights, and collaborating with specialized organizations. Such insights inform organizational structures and role creation, aligning skill sets with strategic objectives. Long-term and short-term training programs address skill gaps, fostering continuous development. Competency-based teams, with individual development plans, excel in navigating these challenges, promoting self-enhancement and organizational success.

Identifying root causes of gap, plan, strategize, coordinate with Hiring manager regarding expectations of the active roles (training & development/restructuring/upskilling/problems/hindrances), execute by articulating well.

When it comes to talent, organizations have two options: buying or building. The choice depends on the organization's planning especially its Talent acquisition strategy Buying talent from the job market may be more expensive, while building can be achieved at a lower cost by nurturing talent internally.This approach also boosts employee morale and productivity.

Organisations should invest in the self development of the talents. If specifically, it is about meeting skill gaps it is important for companies to realise that self development of front-ending people should be upskilled and should be able to handle to the queries of prospective candidates . They should not only do the job of meeting the requirements but also be upskilled to understand and address different business challenges.

Internal mobility is the key here. This is a win-win situation for employee and the company. It motivates employees, keeps them happy and helps with retention. I always encourage team members to network and look internally for new opportunities.

Good, valuable trainings and upskilling options are the only way to go. With trainings that are teaching real, practical skills, programs for employees who want to upskill and good internal mobility, both your employees will be happy and will stay in the company, where they can grow and fill in new roles while driving their career, but also, you will have a flexible company which can address shortage of skills and thrives in the vuca environment.

Training existing staff is a strategic investment. Implement tailored upskilling programs to address identified needs, fostering a culture of continuous learning. This not only closes skills gaps but also enhances employee morale and loyalty, demonstrating your commitment to their growth. Empowering your workforce through training can transform them into the skilled professionals needed for future success.

Expanding your hiring approach to embrace diversity unlocks a rich pool of talent. Go beyond conventional channels and geographical limits. Embrace remote hiring to tap into global talent and prioritize inclusive practices to welcome diverse perspectives and skills. A diverse workforce fosters innovation and gives you a competitive edge in addressing future skills gaps.

Para enfrentar as futuras lacunas de habilidades, diversifique suas táticas de contratação! 🌟 Explore além dos métodos tradicionais e fronteiras geográficas, abrace a contratação remota para acessar talentos globais. Priorize a diversidade e inclusão para ampliar perspectivas e habilidades. 💼💡

Prioritize diversity and inclusion in your hiring processes to build a more dynamic and innovative team. Seek out candidates from diverse backgrounds, experiences, and perspectives to bring fresh ideas and insights to your team. Implement inclusive recruitment practices and consider initiatives such as blind resume screening and diverse interview panels to mitigate bias and promote fairness. When you are promoting someone in your team you should also evaluate your other team members who could be effected by the promotion process.

Implement flexible workforce strategies such as hiring for potential rather than specific skill sets, allowing for on-the-job training and growth. Develop a talent mobility program that encourages internal movement and provides opportunities for employees to gain experience in different roles or regions.

Embrace diversity and inclusion in recruitment efforts to access a wider talent pool. Diverse teams bring different perspectives and skill sets, fostering innovation and creativity within the organization.

Use advanced analytics and AI tools to better understand workforce capabilities and predict turnover, helping to anticipate and plan for future needs. Regularly review and adjust recruitment strategies based on analytics insights to ensure they align with changing skill demands.

Explore partnerships with educational institutions, industry organizations, or training providers to access specialized talent pipelines or develop custom training programs tailored to the team's needs.

To tackle skills gaps strategically, we form partnerships with educational institutions and organizations. These alliances create pipelines of candidates with current skills. Collaborating on internships or scholarships nurtures talent early. Such partnerships ensure a steady flow of skilled individuals to meet our global talent needs.

Collaborate with educational institutions, industry associations, and other organizations to develop talent pipelines tailored to our specific needs. Establishing strategic partnerships can provide access to specialized skills and resources

Partnering strategically involves collaborating with external entities to achieve mutual goals and enhance organizational capabilities. Identify potential partners whose strengths complement your own and align with your strategic objectives. Establish clear goals, roles, and expectations for the partnership. Foster open communication, trust, and mutual respect to maximize the value of the collaboration. Regularly evaluate the partnership's effectiveness and adjust strategies as needed to ensure continued alignment and success. By partnering strategically, organizations can leverage shared resources, expertise, and networks to drive innovation, growth, and impact.

Let's face it, it's 2024! If you're not extremely willing to improve & implement new technology in any business/process, you're getting left behind. The same goes for TA, not to mention the ongoing AI revolution. Just don't forget to be in the driver's seat, though.

Data Analytics: Utilize analytics to forecast industry trends and identify potential skills gaps early. Advanced Recruitment Technologies: Implement tools like applicant tracking systems to streamline the hiring process and efficiently match skills with job requirements. Artificial Intelligence (AI): Use AI to automate and improve recruitment tasks such as resume screening and candidate assessment, increasing both speed and accuracy.

Utilising ChatGPT will certainly help create efficiencies in speeding up boolean search creation and inspiration for an attractive InMail. However spending time looking at and interpreting data from proven searches on LinkedIn Recruiter and LinkedIn Insights is where you are able to help influence the hiring process based on availability of talent (and the flexibility needed in the search), location of talent and in turn cost to company. You can also breakdown years of experience to see if the trends are showing people taking up such roles/skills, or moving away from them (such as legacy technologies like on premise versus cloud storage)

Utilize AI-powered tools and platforms, such as LinkedIn, to streamline talent acquisition processes and identify candidates with the right skills more efficiently. Automation can help optimize recruitment workflows and reduce time-to-hire.

Leveraging technology involves harnessing digital tools and innovations to optimize processes, improve efficiency, and achieve strategic objectives. Identify areas where technology can streamline workflows, enhance communication, or automate repetitive tasks. Implement software solutions, collaboration platforms, or data analytics tools to empower teams and drive innovation. Regularly evaluate emerging technologies and trends to stay ahead of the curve and maintain a competitive edge.

Recruiting the right people, culture fit and ambition is so important to retention. Transparency through the process and how mature the team/function is before joining. You can have a great candidate and fit, but if they have been over promised or mis aligned where the role or function is, you will have an unhappy employee. Build an inclusive culture, with the truth and your top talent will want to stay and bring more with them.

Focus on retaining top talent by creating a positive work environment, offering competitive compensation and benefits, and providing opportunities for growth and advancement. Implement retention strategies such as career development programs, mentorship initiatives to engage and motivate your team members.

Focus on employee retention by creating a positive work environment, offering competitive compensation and benefits, providing opportunities for career development, and recognizing and rewarding employees for their contributions.

Retention is a key success factor in combating the talent shortage. it must be offered on an individual and personal basis for each employee.

In my capacity as a shrewd company manager, I would place the most important thing on my list of priorities the implementation of training and upskilling courses for our present workforce. To assist in bridging the skills gap that exists in the process of talent acquisition on a worldwide scale, I would also investigate the possibility of forming collaborations with educational institutions, implementing flexible work and remote work, and participating in international recruiting programmes.

In addition to the 6 criteria mentioned above, it's critical to forecast future skill needs and anticipate skill requirements based on organizational objectives, technology improvements, and industry trends. By doing this, you may proactively close developing skill gaps before they become serious. For example, a retail company is noticing a trend towards online shopping and mobile commerce. In response, they may invest in training their sales associates on how to provide excellent customer service through digital channels, ensuring they can meet the evolving needs of the customers and stay competitive in the market. This proactive approach helps the company adapt to changing consumer behaviors and maintain a strong position in the industry.

There are a variety of ways to overcome the challenge presented by skills gaps in a TA team. A simple but effective starting point is to consider what skills are required all the time, some of the time and rarely. Also, think about what skills might not be required in the future. Then, work through what outcomes (and therefore skills) it’s important that the business retains accountability for versus those which could be delivered by an external specialist. Overlay with the build (training), buy (hiring) or borrow (contract or outsource) framework.

Regularly monitoring the effectiveness of strategies for addressing skills gaps is key to staying ahead in today’s ever-evolving job market. By taking a proactive approach to this issue, your Global Talent Acquisition team can position itself for success and remain competitive. Be prepared to adjust your strategies as needed based on feedback and changing circumstances. With this mindset and approach, your organization can meet the evolving needs of the industry and attract top talent.