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For the first time in modern history, the supply of available human labour is lower than global demand for that labour, resulting in a talent shortage. As business models change and technology evolves, so do the skills required from candidates, resulting in a skills shortage.
So, how can the recruitment industry find candidates to fill these open jobs? The answer is reskilling - take candidates with the aptitude to change, and invest in education to outfit them with the skills required of the jobs of the future.
"73% of global recruitment pros have identified this skills shortage as a top hiring challenge."
- Bullhorn, Global Recruitment Insights & Data, 2019
With reskilling efforts expected to increase in 2019, now is the time to begin thinking about what you can do to bring reskilling services into your business.
K2 Partnering Solutions, a leading global recruitment agency, created K2 University to do just that. K2 University provide reskilling and training for professional and graduate candidates, and offer ongoing support throughout the entire recruitment process.
"Identifying and hiring the best of today’s talent is much more than simply “headhunting and recruiting”, which is why we launched K2 University to help develop talent with the most in-demand skills."
– Dylan Griffiths, Global Marketing Director, K2 Partnering Solutions
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Crucial Academy was developed by Crucial Group to assist former military personnel looking to move into civilian roles. Through on-site training, the Academy is able to reskill candidates in offensive, defensive, information assurance, and threat intelligence courses.
Crucial Academy is a great example of how a recruitment agency can offer reskilling services to candidates, and work in partnership with their clients to create pools of skilled talent that address skills shortages.
Learn more about Crucial Academy
Hear More From Engage London 2018
What percentage of jobs involve the same skill sets, and what trends can you identify as far as popularity of emerging skills and competencies?
Leverage your recruitment expertise to map the skills keywords that characterise available candidates from your ATS to jobs for which they may one day be relevant, if given proper training. Is a candidate returning from active military duty? He or she may have innate leadership ability, logistical insight, or sales aptitude.
Returning mothers, service members, and candidates with special needs are phenomenal sources of talent and they have been traditionally overlooked.
Reskilling hinges on making an investment in educating the candidates with which you work to ensure that they can be effective in new roles. As their guide and partner, you have the power to show them that they have the capacity for change, and that your clients should trust their pure aptitude to tackle new challenges.
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