As National Apprenticeship week kicks off across the country, it’s a good reminder the best talent pipelines are built, not bought.
The most competitive businesses have always understood that success rests in the quality and skills of their workforce. The labor market is constantly changing. No longer do businesses have their pick from an array of talented applicants. Job vacancies outnumber available workers by 4.5 million, which translates to 1.7 job vacancies for every available worker.
Traditionally, the way to attract talent in a tight labor market was to increase wages. For many companies, however, this is not an option as they face increased competition and ongoing supply chain issues. In any case, there aren’t enough skilled workers to fill available jobs.
This skills gap has been around for some time, and the Covid pandemic amplified that gap. Young workers, in particular, want a better work-life balance, with flexible schedules and the ability to work at least part-time from home. And workers who were in sectors shut down by the pandemic, such as hospitality and tourism, opted not to walk back into jobs with low pay, no flexibility, and little room for advancement. Those jobs aren’t viable in the long run, and many will be overtaken by automation and technological change. Now, workers are looking for jobs with decent pay and room for advancement along a defined career path. They want to learn and keep learning on the job.
The demand for technology skills is skyrocketing, and is set to rise higher in 2023. Even with the prospect of a recession prompting businesses to rein in hiring, the need for tech-savvy employees isn’t going away, making the tech sector a great place to be for job security.
The most in-demand skills, such as data science and computer programming, can take years to master and often require a high level of education. The good news is that even non-tech workers can acquire basic tech and digital skills that will make them more appealing to employers.
You know the token “funny one” at your workplace? Well, those coworkers are self-aware, and they’re speaking out. It’s called being a “personality hire,” and the term is trending on TikTok from those claiming that their charisma landed them their job, rather than the qualifications on their resume.
Beneath the jokes and the self-deprecation, there’s some truth to the art to showing employers that you have a good personality. There’s a lot that goes into charming your interviewers—like with the importance of preparing stories—but to what extent is a “personality hire” a real thing? I spoke with Toni Frana, career services manager at FlexJobs and Remote.co. Here’s what you need to know about the role your personality could play in landing your next job.
Recruiting talented students and staff can make a difference to laboratories’ research outputs, enhance the achievements of principal investigators (PIs) and research groups, and boost the reputations of their programmes and universities. But lockdowns and border closures triggered by the COVID-19 pandemic intensified global competition for talent as many researchers grappled with anxiety about big career moves, with some preferring to stay in their current roles.
Five researchers offer advice on how to recruit and retain talented students and colleagues, based on their own experiences of being hired, and of hiring colleagues to join their research groups.