According to a recent article in The Daily Telegraph, three in four employers now struggle to find people with the right skills to fill their vacancies, despite high unemployment. Here are the jobs there are that have proved particularly difficult, according to the Chartered Institute of Personnel and Development (CIPD) and Hays. Much-needed specialist and technical skills have become harder to find over the past year, with sought-after staff staying put in their current roles for job security, the annual survey of 626 employers by the Chartered Institute of Personnel and Development (CIPD) and Hays recruitment firm showed. However, one third of employers admitted they have lost potential recruits because of their own lengthy hiring process. Experts said employers, bruised by the recession, were increasingly "picky" about who they take on and less willing to take a risk, demanding "perfect" job applicants and ignoring those with potential. The typical cost of filling a senior manager's vacancy is £7,500, the CIPD said. But as official unemployment figures today are expected to show little signs of improvement, the CIPD urged employers to work more closely with recruitment agencies to assess the skills available and adapt roles to suit. Claire McCartney, CIPD resourcing adviser, said there was undoubtedly a "mismatch" between the individuals available and what industry needs. Major skills gaps - particularly in managerial and technical roles - were masked by the recession and are returning now the jobs market is improving. But, she said:
"There is a growing trend for organisations to make new roles really niche and that's contributing to the problem. We've seen an increase in the length of time it takes to recruit someone which means employers are becoming more risk averse."
Jim Hillage, an adviser at the Institute for Employment Studies, said:
"Employers are more picky than they used to be. The recession means that they are less likely to invest in someone and they want someone who is job-ready."
He said employers struggling to attract the very best people should consider upping pay, to "entice" workers from their current jobs. This may not be necessary for some time, though, with a TUC analysis out today suggesting the UK is still five years off pre-recession jobs levels. Experts believe it is still an employers' market, with no real upward pressure on pay. Young people are continuing to get pushed out of the jobs market, however. Separate research today suggests almost half of employers are refusing to hire young people or fresh graduates over the next year, citing a lack of experience as the main barrier. Half are stereotyping Britain's youth generation, believing under-25s cannot be relied upon to turn up on time, if at all. Some 45pc think young people cannot communicate properly, while a third say they won't hire them because of their "inappropriate" appearance, the survey of 526 employers by Ethical Skills & Training (EST) showed. Elaine Barrett, of EST, said:
"It's disheartening to think that employers seem to be positively discriminating against 18-24 year olds, consigning them to the employment scrap-heap even before they have had the chance to get their foot on the career ladder."
Mr Hillage warned employers generally had a "negative view" of young people, based on misconceptions they will be a more risky hire. But this approach could land businesses in trouble, according to Edward Goodwyn, an employment partner at Pinsent Masons law firm, who warned employers discriminating during recruitment could end up at a tribunal.
"Young people might come out of university with a degree or skill-set that is required by industry. Employers would need to think very carefully over what their reasons are for picking one candidate over another,"he said.
Philip Fanthom, Managing Director at Jenrick IT comments:
"There are a number sentiments that we have been communicating to our client base for a few months now. It is vital for businesses who wish to secure the top talent available, for the budget that they can afford, to speed up their on boarding processes. In addition, to secure this top talent, Clients need to work openly with the recruitment partners.
Gone are the days of passing a mandate to an agent on email and asking for "your best 3 CVs by Friday". In order to be 'consultative' the recruitment partner needs to be allowed to 'consult'. This involves taking time to understand and qualify the mandate from the client, together with taking time to understand the culture and environment (softer skills).
In my experience, most apparent discrimination from clients, comes from the inability of the recruiter to explain the value. Communication is key
......... for what it's worth, there my 'two-penneth'."
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