Recently, UK department store John Lewis Partnership announced that they would be publishing their interview questions for all of their roles online for everyone to be able to access prior to their job interview.

This has since sparked an interesting debate over whether this move will catalyse a new trend for employers everywhere to consider doing the same. There are an array of positives that could come from having interview questions readily available to potential candidates, but there are also some potential drawbacks that should be considered too.

So, what are the pros?

  • Having preview questions available for candidates can be so helpful for those who have the correct skills and experience but may struggle to convey this clearly in an interview setting. This is especially true for those who are neurodivergent, as traditional interview methods are known to not be considerate or inclusive of neurodiverse needs.
  • Interviews can tend to focus solely on experience, skills, and competency, but having set questions can allow the employer to make room for questions that focus on value alignment, too. This helps hiring managers get a real sense of who the candidate is beyond their qualifications.
  • From an internal perspective, having pre-set questions creates consistency across the hiring process, and mitigates the risk of subconscious bias, as all questions have been pre-approved and are given to all candidates.

However, there are some potential obstacles to consider:

  • If candidates can pre-prepare answers, then this can hinder the organic element of an interview – and potentially offer a further advantage to those individuals who can answer template questions well. There is also the potential issue of candidates using AI to generate ‘ideal’ answers to these questions, but later when hired, employers may find that a candidate oversold their experience and skillset.
  • Another thing to consider is whether or not employers are updating the questions they ask on a regular basis. If not, then it is likely that candidates will be able to access forums with generalized answers that could essentially be copy and pasted, running the risk of making interviews less about getting to know someone and more of a standardized, mechanical process.
  • Having questions set in stone can potentially limit candidates in what they might want to discuss or certain qualities they want to highlight about themselves. Interviews that are rooted in rigidity can lend towards them becoming impersonal.

Overall, making interview questions available to candidates can act as a great step towards more inclusive hiring practices, ultimately expanding a company’s hiring horizons and granting them access to new pools of talent. However, the best approach to this may be a hybrid one – having a set of questions available for candidates to prepare for, and then having a few additional follow-up questions in the actual interview that are more tailored to the candidate themselves. This gives employers the opportunity to see how well someone prepares, and how well they are able to think on their feet. After all, there are a lot of instances in business where you will have to adapt and display agility.

What I would recommend for this is starting the interview with the pre-available questions, as this helps to set the tone for the interview and allows time for the candidate to relax into the setting and get a sense of who you are as a company, too. This offers some time to establish a psychologically safe space for follow up questions, where the candidate will likely feel much more confident to answer. After all, the overarching goal of an interview isn’t to “catch people”– it’s to get to know them, and for them to get to know your business.

If you would like to discuss how we can help your organization thread diversity, equity, and inclusion strategies into your hiring processes, please get in touch with me directly at arnold.greene@orgshakers.com

In recent years, consumers have become much more environmentally conscious; one report even discovered that 90% of Gen X would be willing to spend an extra 10% or more for sustainable products.

This rising concern for the environmental wellbeing of the planet is also having huge effects on the world of work – especially when it comes to attracting and retaining talent. For example, Deloitte’s ConsumerSignals survey found that 27% of workers will consider a potential employer’s position on sustainability before accepting a job. KPMG’s research further strengthens this notion, as they discovered that one-third of young people reject job offers based on a business’s sustainability stance.

So, when it comes to attraction strategies, employers need to be considering their environmental, social and governance (ESG) initiatives, and ensuring that these initiatives are clear and transparent to potential new hires. More specifically, 69% of employees are looking to see if their employers are investing in efforts such as reducing carbon, using renewable energy, and reducing waste.

At the same time, nearly half of Gen Z workers (48%) said they would consider leaving a job that did not follow through on its promises on sustainability. Whilst having a clear commitment to environmental sustainability helps attract talent, following through on this commitment is key to retaining that talent.

And this sentiment is not just limited to younger workers. A report from Unily revealed that 72% of multigenerational office workers expressed concerns regarding environmental ethics, and 65% indicated a greater inclination towards working for companies with robust environmental policies.

What we are seeing is that eco-friendly companies are in high demand across the board, meaning that for employers, doubling-down their environmental support efforts are going to play a huge role in attracting new talent, and retaining current talent. And considering the fact that green jobs – which are defined as roles focused on sustainability and environmentally-friendly activities – now make up a third of job postings in the UK, it’s clear that the working agenda is becoming greener as time goes on.

For those employers who aren’t able to offer a ‘green job’, there are still other ways they can help the planet. Whether this be through tying their charitable initiatives to an environmental cause (this will also help to tick the ‘Social’ box of ESG!) or creating a roadmap to reducing their carbon footprint, there are a number of ways that going green will translate into profitability.

If you would like to discuss how we can help support your company with its environmental strategies, please get in touch with us.  

Gen Z are flooding into the workplace, and with this assimilation they bring to light conversations around work-life balance, environmentalism, and the importance of diversity, equity, and inclusion (DEI). And it is no wonder we’re seeing the latter take place; a recent study discovered that 36% of students and graduates identify as LGBTQ+.

And yet, a survey by the Williams Institute found that nearly half of LGBTQ+ workers (46%) have experienced unfair treatment at work at some point in their lives – and many reported engaging in ‘covering’ behaviors (that is, trying to conceal their sexual or gender identity to appear heteronormative) to avoid harassment and discrimination at work.

As someone who resides in a relatively ‘prideful’ London, it can be a shock to see that so many LGBTQ+ people are still subject to this discrimination in contemporary society.

With this being the most openly queer generation to date, it is no wonder that those companies who are on top of their inclusion initiatives around LGBTQ+ support are the most favorable workplaces. And with a third of the workforce predicted to be made up of Gen Z workers by 2030, it is so important for companies to ensure they are building a culture at work that is fostering feelings of safety and belonging.

So, what are the key ingredients for reinforcing LGBTQ+ inclusion in the workplace?

  • DEI Programs – whether this be training programs, employee resource groups, or creating mentoring opportunities, it is important for employers to have one or more of these programs in place in order to continue driving their DEI agenda.
  • Inclusive Policies – ensure that your policies are inclusive to all when designing them, taking into account specific policies you may need when addressing LGBTQ+ related issues (for example, same-sex parental leave policies, leave for reassignment surgery, bereavement leave for the loss of a child through surrogacy, etc.)
  • Role Models – having diverse leaders can really help to highlight that opportunities in your company are available to all and attainable by all.
  • Recruit for Culture-Add – hiring for ‘culture fit’ can sometimes feel like the comfortable option, but by hiring a diverse set of people who think differently and have differing life experiences, this can open up opportunities to break into new markets and consider new innovations. At the same time, it will also help to diversify your team and grow the culture of your company.
  • LGBTQ+ Workshops – having regular LGBTQ+ workshops throughout the year can be so helpful to stay on top of the most up-to-date and inclusive terminology to be using. These will also promote the use of inclusive language in the workplace to help make everyone feel comfortable (for example, encouraging the use of the term ‘partner’ when discussing your significant other no matter your sexuality can be a signifier to queer people that they can comfortably share parts of their personal life at work).

The future of the workforce is set to be bright (and colorful!), and so fostering an inclusive workplace environment is key to creating a sustainable business. If you would like guidance on creating this inclusion roadmap and implementing this at the core of your company, please get in touch with us.                             

In a move that underscores the evolving landscape of workplace benefits, the London Stock Exchange Group (LSEG) has recently unveiled a groundbreaking parental leave policy. Effective from 1 July 2024, this policy not only represents a significant step forward in the realm of employee benefits, but also marks an important shift in the paradigm for Human Resources (HR) management worldwide. Understanding this shift is crucial for firms aiming to stay ahead in the competitive global market.

LSEG’s new policy offers an impressive 26 weeks of fully paid leave to all employees with more than 12 months’ service who are welcoming a child into their family. This is irrespective of the parent’s gender, how they become a parent, or their location, ensuring equal opportunity for all LSEG parents to engage in child caregiving. This initiative is a substantial leap towards achieving true Diversity, Equity, and Inclusion (DEI) in the workplace, setting a global benchmark that other organizations are likely to follow.

Why does this matter for HR?

            1.         Attracting and Retaining Talent: In today’s job market, where competition for top talent is fiercer than ever, benefits like LSEG’s parental leave policy can be a significant differentiator. By offering such forward-thinking benefits, companies can attract a more diverse talent pool and retain employees who value family-friendly workplace policies.

            2.         Promoting Gender Equality: Traditional parental leave policies often reinforce gender stereotypes by assuming primary caregiving roles for one gender over the other. LSEG’s gender-neutral policy challenges these norms, promoting a more inclusive environment that supports and encourages shared parental responsibilities.

            3.         Supporting Work-Life Balance: The addition of an eight-week phased return to work, with employees working 80% of their normal hours at full pay, acknowledges the challenges of balancing professional and personal responsibilities. This approach can lead to healthier, more productive employees.

            4.         Enhanced Support for Neonatal Care: Recognizing the additional challenges faced by families with children requiring neonatal care, LSEG’s enhanced leave policy provides critical support during difficult times. This consideration reflects a deeper understanding of employee needs and a commitment to supporting them through life’s challenges.

LSEG’s policy is more than just a generous employee benefit; it is a statement on the importance of nurturing an inclusive, supportive, and equitable workplace culture. For HR professionals, it serves as a clear indicator of the shifting expectations towards employee welfare and the role of organizations in facilitating this. As firms navigate the complexities of the modern workforce, adapting to these shifts is not just beneficial but essential for sustainable growth and success.

For HR professionals and firms worldwide, this new global parental leave policy highlights the importance of re-evaluating traditional policies and practices to align with the evolving expectations of the workforce. As we move forward, embracing such paradigm shifts in HR will be pivotal in building more resilient, inclusive, and competitive organizations. If you would like to discuss how we can help you with your policy creation, please get in touch with us.

The résumé can be traced all the way back to the late 15th century, when Leonardo Da Vinci sent a letter to the regent of Milan seeking a job and outlining his relevant work experience. It was then a few centuries later that this concept gained real traction, and by the early 19th century, having a piece of paper that highlighted your experience, skills, and qualifications started to become a prerequisite to getting a job.

But are we seeing the era of the résumé starting to come to a close?

Maybe, but not immediately. Our latest LinkedIn poll highlighted that the first thing the majority of employers considered when hiring someone new was their experience (51%), followed by their qualifications (19%) and then finally their skills (14%). Now, this isn’t to say that all three of these things are not considered, but it was interesting to see that experience outranked all other factors. While this suggests that there is still a place for the résumé, with the working world going through exponential changes – catalysed by the pandemic and its fallout – is it time for employers to consider evolving their hiring strategy to remain in step with the accelerated pace of change?

Well, according to TestGorilla’s The State of Skills-Based Hiring 2023 report, the answer may indeed be yes. Of the 1500 employers and 1500 employees surveyed, 70% agreed that all forms of skills-based hiring are more effective than a résumé. 87% of employers said that they experience problems with résumés, most notably determining whether it is accurate, determining a candidate’s skills, and the struggle to easily rank potential hires to identify the strongest talent.

What we are starting to see is that employers are beginning to adopt a skills-based approach when it comes to identifying the best talent during their recruitment. This would see hiring managers doing away with résumés, and instead employing skills-based assessments to determine which candidates are best suited to the role. These assessments would include cognitive ability tests, role-specific skills tests and assignment or work samples – all of which were viewed as being more effective measures for identifying talented candidates over résumés.

And it is no wonder that employers are thinking this – moving away from the résumé and the ‘degree-inflation mindset’ allows organizations to gain access to a wider, more diverse talent pool, inviting in more opportunities for innovation. There is also a much lower chance of hiring the wrong person as employers would have seen their abilities in action, which helps to avoid the estimated cost of a bad hire (which ranges from five to twenty-seven times the amount of the person’s annual salary).

Experience and qualifications are still notable considerations when it comes to selecting a candidate, but employers who are expanding their horizons to skills-based hiring practices may yield the best – and most economically friendly – results in the years to come.

If you would like to discuss how we can help evolve your recruitment process by infusing skills-based assessments into it, then please get in touch with me at andy@orgshakers.com

It was recently discovered that a whopping 70% of UK staff are planning to find a new job in 2024, and over half (58%) of US employees were intending to make a major job change this year…so if you thought the war for talent was coming to a lull, this may prove you wrong.

Since the pandemic the working world has been in a state of flux – our practices are constantly evolving in response to the rise of the carpe diem mentality that COVID created, and the subsequent shifting needs of the workforce that came with it. With a constant flow of employees in and out of organizations, businesses have been keenly focused on strategies to attract, embed, and retain top talent.

And in 2024, this may mean looking beyond the pool of traditionally qualified workers. The 4-year degree as a job requirement is starting to be challenged in corporate America, and this is in part due to the precedent set by big name companies like IBM, Accenture, Bank of America, and Google doing away with a bachelor’s degree as a requirement for being hired. Now, recent data suggests that nearly half of US organizations intend to eliminate the need for a bachelor’s degree in 2024. And this trend is not just exclusive to the US – LinkedIn data discovered a 90% increase in the share of UK job postings that did not require a university degree.

With the current talent squeeze we are seeing, it’s no wonder that companies are starting to change their tune towards those who take a more untraditional path into the world of work. After all, fewer than 40% of Americans actually hold a bachelor’s degree, which leaves 70 million workers who do not have one being overlooked by so many employers.

But if degree inflation is finally starting to fall, what should employers be doing to ensure they are attracting the best talent?

The answer to this breaks down into two key factors – what the characteristics are for a desirable candidate, and what training pathways employers can offer to their employees. For the former, this will see hiring managers and HR professionals moving away from looking at traditional qualifications and instead measuring the aptitude of a potential hire based on their attitude, their acquired skills, and whether they can enhance the culture of the company. There are so many employees who are eager to learn and develop but for one reason or another have not gone down the 4-year degree education path. Companies that are moving away from the traditional stance of needing a degree are going to gain access to a larger and more diverse pool of talent.

The success of your new hires is then dependent on the training programs that companies have in place for them. One offering that is growing in popularity in the US is apprenticeships, which have seen a 64% rise over the last decade. Apprenticeships have proven to be a great tool for getting fresh talent into roles; for example, in Switzerland 70% of teenagers participate in apprenticeships after finishing high school due to their effectiveness for businesses and their biproduct of creating social mobility opportunities. They can therefore be a fantastic strategic tool for attracting talent, but also lend a hand in increasing retention rates, too, as they foster a sense of loyalty from the onset.

Similarly, employers can create in-house training programs that are specifically tailored to upskill individuals to their working practices, and enrol new hires in certain Bootcamps and external certifications to gain qualifications whilst learning on the job (we are seeing this begin to particularly grow in popularity in the tech world).

And much like Swiss employers, companies who are looking to move away from the degree requirement and create apprenticeship and training programs are going to be furthering their social agenda for their Environmental, Social and Governance (ESG) strategies, as they will be helping to create more social mobility opportunities.

So, if you would like to discuss how OrgShakers can help you with navigating this expansion of your hiring process and assist you in accessing wider pools of unexplored talent, please get in touch with me at randy.ynegas@orgshakers.com or contact us through our website.

With the new year now in full swing, new research from HiBob uncovers a miserable state of employee mental wellness, as one fifth (20%) of Brits feel burned out at work and more than a quarter (29%) are stressed. Shockingly, only one in seven (16%) would describe their mental state at work as supported.

As a result, the majority of UK workers (70%) are planning on finding a new job in 2024; with over a quarter (28%) planning on finding one in the next six months. Given workers’ current feelings, driving this new wave of resignations is a desire to level out work life balance (17%).

Read the full piece here: https://www.hrgrapevine.com/content/article/2024-01-22-70-of-uk-staff-looking-for-a-new-job-in-2024

Ah, January.

After a month packed with festive traditions, colorful lights, and more food than many of us would care to admit, it is quite natural to find yourself in a bit of a slump as the new year kicks off.

This feeling is known more commonly as the ‘January Blues’ (or the ‘Winter Woes’ if you love a little bit of alliteration). This is a common phenomenon where individuals experience a sense of depression, lethargy, or just a general decline in mood during the first month of the year. If we think of December as a rush of adrenaline, January is that feeling when the adrenaline wears off and reality comes creeping back in.

Whilst this sense of ‘feeling down’ can usually fade after getting back into the groove of things, for some it can linger longer. For example, financial stresses that may have been exacerbated by the holiday period are not going to vanish when we tip over into February. Equally, those that suffer from seasonal affective disorder (SAD) tend to struggle during these winter months.

So, when looking to re-engage employees in January and support their wellbeing during this post-festive slump, it is important for employers to view this month as a springboard for the momentum of their wellbeing strategy for the entire year, and not just fixate on wellbeing in January and then let this momentum wane as the year goes on.

And, let’s be honest, we can all be a bit guilty of this at this time of year! Some of us will have signed up for that new gym membership and started taking part in Veganuary only to discover that these resolutions quickly fizzle out. Suddenly the gym membership is just another card cluttering your wallet – and no amount of carrots and hummus can stop you daydreaming about cheese!

But in the same way persevering with the gym will improve your health, companies that maintain their wellbeing efforts throughout the whole year will find themselves with the strongest and most productive workforce, and will avoid falling into the trap of ‘wellbeing washing’.

Wellbeing washing is essentially when companies express their passion towards mental and physical health but don’t actually demonstrate this through their practices or actions. One study found that more than a third (35%) of businesses are perceived by their employees to be wellbeing washing.

The key to avoiding this slippery slope is consistency and clarity. Wellbeing is an issue that has moved up the corporate agenda in recent years – especially post-pandemic – and so it is important for employers to be consistent in their efforts to support the wellbeing needs of their workforce all year round.

And while having happy, healthy workers is already going to be good for brain health, innovative thinking, and boosting productivity, a study by Mind also discovered that 60% of workers think that if their employer made steps to support their wellbeing at work, it would increase their motivation and the likelihood of them recommending their company as a great place to work.

The best thing employers can do is be aware of those looming January blues and make it clear to their staff what support is on offer (either internally or externally) and how these services will help them with their specific needs. This keeps organizations true to their promises of bringing wellbeing to the forefront and creates a culture that promotes the mental and physical health of employees – all of which promotes a healthy business for the year to come.

If you would like to discuss how we can assist your business with its wellbeing strategies, please get in touch with us.

As we counted down to the new year in December, we adopted the theme of looking forwards. What are the essential topics of focus for employers to be considering in 2024?

Well, in case you missed any of them, here’s a summary of our essentials:

  • The Disability Pay Gap – an analysis from the Trades Union Congress discovered that disabled workers effectively work for free for the last 47 days of the year due to the sizable pay gap between disabled and non-disabled workers. With 17.8% of England’s population being disabled, working towards closing this gap should be a priority for organizations so to attract new, diverse talent and to plug talent shortages that continue to effect employers – read the full piece here.
  • Decision Intelligence – for our monthly reading recommendation, we recommended a book that all employers should get their hands on: Decision Intelligence by Thorsten Heilig and Ilhan Scheer. It acts as a practical and comprehensible guide for professionals who are navigating the decision-making and AI landscape by exploring the intersection of behavioral science, data science, and technological innovation. Check out our full summary here!
  • Weaving AI into Learning and Development – Access Partnership’s survey found that 93% of employers expect to be using generative AI in the workplace in the next five years. It has therefore become an essential point of focus for employers to be weaving AI-centric learning and development (L&D) opportunities into their L&D strategies – read the full piece here.
  • Leadership Legacy – with the average turnover rate for leadership roles at an unprecedented 18%, now is the best time for leaders to take a step back from thinking about where they are going next and, instead, take a moment to consider what it is they will be leaving in their wake. The impression that they leave, and the legacy of their practices, can make a big difference to the health of a company – so how do they want to be remembered? Read the full piece here.
  • The HR Fundamentals – Our Founder David Fairhurst identified four key areas of focus that he believes are essential for HR and employers to be preparing for in order to ensure organization sustainability:
    • The Workforce Cliff – the first is the Workforce Cliff, which predicted that around this time, we would start to have more jobs than we had people to fill them. To avoid the cliff’s looming edge, employers must be expanding their search and tapping into all pools of talent…read the full piece here.
    • Humans and Technology – The second point of focus will be the relationship between humans and technology. As organizations begin to introduce generative AI into their workplaces, HR will play a pivotal role in supporting these new technological co-worker relationships in order to successfully optimize its capabilities. Read more here!
    • Redefining Place and Time – With the mass adoption of remote and hybrid working styles, we are seeing the previous boundaries of time differences and geographical distances evaporate, opening companies up to a new, global pool of talent…and to embracing the concept of asynchronous work. Read on for the full piece.
    • The End of Jobs – in order to successfully respond to the rapid increase in the pace of organizational change, employers will begin to recognize that a more flexible and responsive methodology is needed to keep up. This will take shape in the form of adopting a skills-based approach to managing work and workers – read the full piece here.

If you would like to discuss the services we offer in regards to these essentials – or wider areas of HR – please get in touch with us.

Last year, we asked the OrgShakers team what practices and ideologies they thought employers should be leaving behind as they ventured into the new year.

Now, as another year comes to a close, we wanted to see what they believe should be left in 2023 in order to help propel sustainability and growth in the year to come:

  • Victoria Sprenger believes that employers need to leave behind their hesitancy on the use of AI, and instead begin to channel this tool for positive, impactful and productive work – it’s time to start working smart!
  • And with new technology emerging, Sayid Hussein believes employers – especially those in the realm of remote work – must pivot away from outdated technological practices to stay ahead. The key lies in transitioning from multiple communication tools to integrated platforms that merge messaging, video calls, and project management, thereby enhancing efficiency. Outmoded legacy systems should be replaced with modern, cloud-compatible solutions, and the manual handling of data should give way to automated processes powered by AI and machine learning. It’s also crucial to ensure that technology is optimized for mobile use, catering to a flexible and dynamic workforce. Customizable tech solutions are vital in addressing the diverse needs of today’s employees. In the cybersecurity arena, regular, updated training is essential to keep pace with evolving threats, moving beyond traditional physical security measures to comprehensive digital strategies. By embracing these changes, employers can significantly boost the productivity and security of their remote teams, aligning with the fast-paced, digitally-driven work environment that 2024 will definitely bring.
  • Speaking of the realm of remote work, Andy Parsley thinks that employers need to stop treating remote and hybrid working as a ‘problem’. Through 2023, countless politicians and senior business leaders have gone public with their unease about remote and hybrid working, urging workers to “get back to the office”. I hope that in 2024 they’ll come to realize that, managed correctly, these flexible working patterns are better for both workers and their employers. Nick Bloom, professor of economics at Stanford University, estimates that people value the ability to work from home two or three days a week about the same as they would an 8% pay rise. And, if organized effectively, remote working can be good for productivity too. Indeed, there is a growing realization that asynchronous work – work that is done independently from others – is often more productive than synchronized work alongside colleagues in the workplace. So, in 2024 organizations should focus on optimizing the working patterns of their people – and ignore those who are arguing for a retrograde step back to a five-day-a-week, 9-5 culture.
  • Amanda Holland believes that organizations need to stop lamenting the workforce shortage. The world of work is undergoing several transformational changes including the dearth of workers, the adoption of Artificial Intelligence (AI), and the massive shifting of duties and roles across most industries.  Leading-edge organizations and executives are focused on charting new paths that capitalize on the opportunities coming from these disruptions. They have let go of rehashing how challenging the current workforce shortage has become. Instead, they are acknowledging that traditional talent management strategies have become less productive and it’s time to think ahead, rather than continuing to look behind. 
  • And speaking of talent management, Brittany Burton thinks that it’s time for employers to leave behind quiet quitting. This can be done by engaging their employees, conducting frequent check-ins, encouraging open communication about concerns and actively listening. To combat quiet quitting employers should also address workload issues, promote a positive work environment, think strategically on career path planning, and stay attuned to warning signs such as disengagement, decreased productivity, increased absenteeism or changes in behavior.
  • Finally, Marty Belle believes employers should leave behind the perspective that their organization is colorblind and that differences should be erased. Instead, they must accept the reality that people are diverse, and race, gender identity, age, sexual orientation, nationality, ability, and other dimensions of our differences have significance and will all add to greater organizational success.

If you want to get in touch with us surrounding these points, you can do so here.

And from all of us at OrgShakers, Happy New Year!

After discussing the world of HR consulting with Sarah Hamilton-Gill on her podcast, Leap Into HR Consulting, we moved onto looking at the four fundamental shifts that I predict we will be seeing in the near future that HR professionals need to be preparing themselves for.

We discussed the looming edge of the Workforce Cliff, the importance that employers need to be applying to the relationship between humans and technology, and the redefinition of Place and Time in the workplace. The final shift I believe businesses and HR professionals need to be preparing for is the end of jobs altogether.

The ‘job’ – defined as a set of responsibilities assigned to an individual employee – has been the fundamental building block of organizations for millennia. As the requirements of businesses have changed over the years, employers have tweaked and amended the job descriptions of their employees to adapt to these changes.

However, we have seen that the pace of this organizational change has been rapidly accelerated by the influx of new technologies paired with the evaporation of the boundaries of time and geography. Now, employers are beginning to recognize that a more flexible and responsive methodology is needed in order to keep up with this new pace of change, and so I believe we are going to see companies increasingly adopting a skills-based approach to managing work and workers. Deloitte’s 2023 Global Human Capital Trends report supports this notion, as it was discovered that 93% employers believe that moving away from the job construct is important or very important to their organization’s success.

And yet, the research also identified a readiness gap, as only 20% of these employers felt they were very ready to address the movement away from the ‘job’.

This is where HR will play a vital role, as they will be the key to bridging this gap and educating organizations around this new approach to work. And a large part of this will be challenging legacy mindsets and traditional practices that are holding employers back from skills-based work – which Deloitte reported was the main obstacle for 46% of companies.

HR will therefore have to pioneer a shift in the traditional mindset of allocating work to individuals in defined jobs to one where the work is deconstructed and assigned by:

  1. Making the starting point for resource allocation the actual work that needs to be done, broken down into the individual tasks which need to be completed to achieve the required outcomes.
  2. Identifying the optimal combination of human skill, AI, and technology/automation to achieve the required outcomes.
  3. Identifying the optimal contractual engagement model for work that requires human skill, e.g.: employment, freelance, alliances, etc.
  4. Allowing human skill to ‘flow’ to the work instead of being constrained by traditional fixed hierarchies and organizational structures.

Rather than viewing workers as ‘job holders’ performing predefined tasks, it is important to recognize them as individuals with unique skill sets. This will enable employers to match each worker with tasks that align with their specific skills. This work can be performed by a single person, a team, or a group of rotating resources, each contributing their appropriate skills while improving their current ones and developing new ones. This approach will enable workers to maximize their potential and contribute to their personal growth. It will also create a more equitable and human-centric work experience.

If you would like to discuss how OrgShakers can help guide and support you on this journey, please get in touch with me at david@orgshakers.com or reach out through our website here.

David Fairhurst The Founder Of Orgshakers

David Fairhurst is the Founder of OrgShakers. He is widely considered to be one of the world’s leading HR practitioners and is a respected thought leader, business communicator, and government advisor.

I recently had the pleasure of being invited onto Sarah Hamilton-Gill’s HR podcast, Leap Into HR Consulting, where the two of us discussed some of the fundamental shifts that HR professionals should expect to see in the near future.

The first of these shifts is what I call the Workforce Cliff. Flashback to almost a decade ago, when my team and I first examined data that compared the growth rate of jobs in comparison to the growth rate of economically active people. The results we published predicted that at around about now – 2023/4 – there would be more jobs in the UK than people to fill them.

Put simply, not enough babies were being born, so demand would eventually outstrip supply.

Fast forward to the present day and – as predicted – businesses are struggling to fill key roles. This is because as the economy restabilises after the effects of the pandemic, we have been set back on a path that edges us closer and closer to the Workforce Cliff.

The most recent data highlights that the growth rate for jobs is 0.94%, whereas the population growth rate for economically active people is only 0.37%. This is broadly in line with pre-pandemic rates and will create an ever-tightening labour market.

According to the Future of Jobs 2023 Report, companies have identified the availability of talent and a shortage of key skills the as two of the major issues that will negatively impact business performance over the next five years. For example, one recent study has found that only one in ten UK workers possess digital skills – which is an alarming statistic as the integration of AI begins to happen all around us.

One solution for filling these gaps lies in migration – a recent survey found that over half (52%) of small and medium-sized businesses (SMEs) are in favour of opening the UK’s doors to overseas workers to plug vacancies.

However, there are many untapped pools of talent on our own doorsteps that are being completely overlooked. For one thing, 20.8% of the working age UK population are considered economically inactive, and the largest proportion of this group are those aged between 50-64. The pandemic resulted in many midlife workers taking early retirement or being made redundant, and so there is a substantial pool of experienced and skilled workers who companies are not targeting with their attraction strategies.

The same can be said for younger workers too; many young people are now starting their careers later, so employers need to be considering what they can do to make their job offerings more attractive to this group.

Employee benefits that are on offer are a great way of accessing a specific talent pool, as each generation of workers tend to have different wants, and so these benefits packages can be made more unique to specific needs.

For instance, younger workers value work-life balance and mental health support. Midlife workers, on the other hand, value flexibility and the ability to work remotely.

The point is, if employers are being more purposeful with their attraction strategies, they will be able to move away from the Workforce Cliff’s edge. This means considering talent in all corners of the market, and ensuring that their business is an attractive one for a diverse set of people; whether they be older, younger, have an accessibility need, or be in a minority group.

Pair this with an added focus on learning and development (92% of job candidates use L&D opportunities as a deciding factor when considering job offers) and companies will have fewer issues being able to fill their skills gaps.  

If you would like to discuss how OrgShakers can help perfect your talent attraction plan and strengthen your learning and development strategies, please get in touch with me at david@orgshakers.com

David Fairhurst Founder Of Orgshakers Llc

David Fairhurst is the Founder of OrgShakers. He is widely considered to be one of the world’s leading HR practitioners and is a respected thought leader, business communicator, and government advisor.

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