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Trends in Skills & Recruitment

There have been several thought provoking reports this year, from interesting organisations including Hays Recruitment 2019 and the Deloitte Insights 2019 in to a ‘Generation Disrupted’, which focuses on the Millennial Generation and also Generation Z.

You are a Millennial if you are born between 1981 – 1996 – aged currently 22 and 37 and Generation Z is 1995 and 2015 – so those aged currently 4 – 24.

One of the many challenges for business is the need to adapt and respond to the changing world. With political, social, economic and technological change employers have to move at pace to capitalise on opportunities. To do this they need a skilled and ready workforce.

For many businesses this change means increased digitisation, automation and investment in technology. As an example, due to the skill shortage in the digital market, there is fierce competition for a limited number of quality candidates.

Skills shortages are in many sectors. Coupled with a relatively optimistic view of business over the next 2-5 years, employers cite skill shortages as the area to impact on productivity and project delivery.

Employers still report that apart from technical skills ‘Soft Skills’ are key for business, these are:

Communication, Teamwork, Adaptability, Problem Solving, Conflict Resolution, Flexibility, Time Management and Leadership.

These ‘soft skills’ are not new and have been a constant for a number of years so will come as no surprise!

While there has been an average salary rise of 1.9% this year and employee satisfaction in respect of salary has increased, salary alone is no longer enough to attract good candidates. Career progression and a good work-life balance are key factors that potential employees are looking for.

It is important that businesses understand the recruitment trends from all age groups and consider any emerging differences; and factor those in to recruitment and retention strategies.

Some key trends for Generation Z and the Millennial Generation:

59% would leave an employer if they did not have a positive impact on the local community

56% would leave an employer if they did not offer a flexible working environment

55% would leave if the business did not support development through training or mentoring

To find out more

TA Barker Associates support business with Bespoke training and coaching for business owners and managers, get in touch to have a no obligation discussion

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