The latest Talent Shortage Survey released by ManpowerGroup has found that the UK talent shortage has more than doubled since its lowest reported point in 2010 (9 per cent), with almost a quarter of British businesses reporting shortages. The worst affected organisations are those with over 250 employees, with over half (51 per cent) of them reporting talent shortages. Conversely, small organisations fare much better in the war for skilled talent, with only 21 per cent of businesses with less than ten employees reporting difficulty in filling roles.
Now in its 13th year, the survey of more than 1,000 employers across the UK found the sector with the most acute talent shortage remains skilled trades (electricians, welders, and mechanics). Healthcare professionals (doctors, nurses and other non-nursing health professionals) edges up from third hardest in 2018, to second in 2019; and, accounting and finance personnel (certified accountants, auditors and financial analysts) entering the top three hardest to fill roles for the first time. ManpowerGroup UK Director, Chris Gray, said: “With growing talent shortages across the UK, it’s no longer a question of simply finding talent; we need to build it. Organisations need to be agile, and willing to stretch their candidate offering, increasing salaries isn’t enough of a differentiator anymore.
“Although the UK is experiencing the worst talent shortage in over a decade, our market place is faring well compared to the rest of the world reporting shortages of 54 per cent,” he continued. “This comes down to some key sectors findings new ways to combat talent shortages in recent years. For example, we’ve seen an increase in innovative solutions to address the drivers’ shortage. Although driving roles remain in the top ten hardest to fill, there have been some improvements as they slip from second in 2018 to ninth hardest to fill roles in this latest survey. Companies have an important role to become creators of talent by helping people learn new skills today for the jobs of tomorrow – to plug talent gaps before the emerge.”
Gray continues: “Whilst salary size remains a decisive factor for the attraction and retention of workers, demands for workplace flexibility continue to gain importance across all age demographics, as do businesses with a strong purpose. Candidates are seeking more meaningful work and to create ‘One Life’, the balance of work and home. Businesses must be agile in embracing these preferences to shore up access to the skills they need; embracing these preferences to help safeguard future talent pools.”
For information on Closing the Skills Gap: What Workers Want and to find out how we can support you in closing your skills gap please visit www.manpowergroup.co.uk