Did you know that 2 out of 3 companies did not meet their skills needs in 2022?* The problem is greatest when it comes to ICT, engineers, and technical and craft professions. So what are you doing to make sure you get and keep the bright minds you need? What are you doing to make sure you win the skills battle?
* NHO Competence barometer
It's a job seeker's market
Whether you like it or not; In today's labor market, the best and most competent job seekers can choose for themselves who they want to work for , and if they don't like themselves, they simply find a new employer. Even so, most companies act exactly as before in the hunt for new employees. They aim to recruit employees into their roles - and this is reflected in both job advertisements and recruitment processes:
- Most job advertisements contain 95 to 100% information about what the employer needs from the employee - Here you should just be glad you are allowed to apply!
- Recruitment processes are set up so that employees must tailor their experience and CV according to the employer's needs - here you should not come with anything other than "exactly what we need"
It simply looks like employers are locked into the method that has been used for years; "It's the role that counts, not the individual." But here's the weird thing, it's actually the individual that counts! The smartest people actually choose themselves who they want to work for - and most will choose employers who give them what they need - they choose employers who engage and involve. Then it is not only the role, but also the person who will fill the relevant role, that we have to deal with. It may simply seem as if the companies have not realized that there is a battle for the best employees, and that they are therefore losing the battle for competence.
How do you attract (and retain) the best people?
There is a lot of research that says something about what engages employees and why they leave . The common denominator is often development opportunities, or the lack thereof**. This applies in particular within engineering and the technical subjects. Development opportunities are therefore not only an important piece for attracting , but also for retaining engineers and technical talent in your organisation.
** McKinsey & Company
Giving your employees both the opportunity and freedom to develop can quickly prove to be a wise investment that solves your future competence goals, and which at the same time ensures that you win the competence battle.
The reason for this is that most people who are interested in development opportunities are attracted by what is new and exciting in their professional field - if you give them exactly this in your company, they will not need to look for another employer, and the likelihood that they stay with you is great.
To achieve this, it is not enough to know what you need from an employee when he/she is recruited. You must actually map and manage your employees' knowledge and skills. A smart way to do this is to use the Opportunity Marketplace, a system that acts as an "open market" for development opportunities! The solution gives managers the opportunity to source resources across the organisation, while at the same time giving employees the opportunity to choose small and large opportunities for their own development. With the right framework around, this is a really good way to both manage and build competence, while at the same time creating a better working experience for your employees.
How do you create attractive work experiences?
The Opportunity Marketplace tool is closely related to what is called Experience Management (XM). In short, Experience Management is about attracting, engaging and retaining the best employees, and you do this simply by meeting their needs. It's about giving your employees opportunities, which they can adapt to their needs - within the organisation's framework.
Building an Experience Management culture is about building an attractive workplace - a workplace where managers listen and where there is a balance between what the employer and employee need.
To achieve this, and to win the skills battle, HR:
- Know who is the user of HR services and HR processes
- Understands the user's needs (and frustrations)
- Define open processes, systems and services that give employees the opportunity to adapt their working day
- Listen to the employees, so that you constantly improve and adapt the working day - and identify major changes that you have to deal with
- Build knowledge about Experience Management and support others in the organization to focus on this - it is not only HR that delivers services, systems and processes to others.
What we are really talking about when we talk about Experience Management is individuality and diversity, in its entirety. It's about making room for everyone, and creating safe, good working experiences that benefit both the employee and the role.
Such work experiences attract, engage and create loyalty; You don't need to recruit employees for such work experiences, they sell themselves! Such work experiences ensure that you win the competence battle.
How are the attractive work experiences in your company?