Blog Article
Is There Really a Talent Shortage?
A contrarian take on the daily talent shortage narrative — and what most companies are actually doing wrong in their recruitment strategy across Asia Pacific.
Talent Shortage......really?
Almost daily it seems, there is a new article on talent shortages. However, it is important to see how this 'talent shortage' is often a result of a weak or narrow talent acquisition strategy, rather than an actual shortage of talent.
Why Are So Many Companies Still Reporting This?
We still see this far more often than expected;
"81% of respondents reported experiencing talent shortages in their organisations"....
....and the number seems to be increasing.
The Real Issues
↳ The talent acquisition strategy & positioning in many companies is still showing signs of being too narrow and weak, such that resources and effectiveness are compromised.
↳ It was highlighted that Mid-level / specialists is where the shortages are most acute. One of the reasons for this, is quite often, hiring managers may be too narrow in their expectation of 'what good looks like' for them in this role, where factors that might make them 'more comfortable' take too high of a consideration above the actual skillset and experience that can be effective in the role. Anyone in recruitment for sometime has seen this before.
↳ Also surprising was the 67% of respondents identifying critical skill gaps that were actually impacting organizational performance. It would be interesting to dig deeper on this, as in todays world, with so much talent (increasingly available on flexible engagements) and incredible technology that can further amplify skills and performance, it was a surprise that this was so high.
Too Narrow and Too Passive
20+ years recruiting across APAC and one pattern keeps repeating itself........
Too many talent acquisition strategies are far too narrow and far too passive to be optimally effective..........
........and too often 'success' is measured in 'how quickly was the role filled' (and for how little investment).
Seen it in Japan, Hong Kong, Singapore - across the region.
- Monthly targets drive rushed placements.
- Under resourced Talent Acquisition teams, with the wrong incentives, just trying to fill the requisition to get it crossed off and focus on the other 24 of them!
- Hiring managers settle for "adequate" under deadline pressure and faced with a shallow pool of talent.
The Real Damage
The real damage? Many companies are reporting that a 67% of their employees are not showing the level of competence that is expected in their role for the company to be making the progress it desires.
If your company is struggling to find the talent you need at the level you require, feel free to let me know. Even if we cannot help directly, we will likely know someone who can!
Are you truly bringing in the level of talent you expect? Or are you merely fishing in the same shallow waters, waiting for passive candidates to stumble upon your job posting? In a world where competition is fierce, settling for the status quo isn't an option. We're here to ensure your hiring process doesn't just meet expectations but exceeds them.
In addition, At Elite Group Asia, we believe that the length of our guarantee isn't just a number. It's a promise — a commitment to reducing risk and enhancing your recruitment process. Let's talk about how we can craft a tailored recruitment solution that aligns with your needs. Reach out today!