Organisations must enhance their employer brand and candidate experience in order to address the skills gap according to talent management specialists a&dc.

In response to the latest report of global skills shortage a&dc claims that this perception is, in part, down to inefficient attraction and recruitment strategies. Amidst calls to gear recruitment to international candidates, the talent management experts have outlined two key methods to address this issue:

• Development of stronger employer branding messages that are geared to niche markets
• An efficient recruitment process that assesses the intangible as well as the tangible and leaves all applicants with a positive view of the business.

Pip Clarke, Business Development Director at a&dc, commented, “The idea that organisations are facing a skills shortage has long been batted about the HR and business community, but there has been little agreement as to how this can be addressed. We are quite simply operating in a different business environment post-recession and the way we access talent must, as a result, adapt. Candidates are much more aware of the options available to them and as confidence in the market increases, they will understandably be harder to attract. However, by developing a strong, tailored employer of choice message, businesses can engage with the best talent.”

Using the right tools is also a must, as Clarke explains, “While the more technical skills of a role can be developed in an individual, there are numerous intangible elements that should play a key part in the assessment process. Often, when we drill down into the real skills gaps in recruitment processes, the key missing ingredient is the behaviour or cultural fit. Resourcing decision makers and line managers need to recognise that the right person for the role doesn’t have to fit all the technical boxes in many cases. With the right attitude, flexibility and ability to learn, an individual can add so much more to the business.”