But now, in today’s world of constant digital transformation, your demand for specific experience will continually and rapidly change.
So why would you want to compete for those rare profiles, with today’s experience, with out-of-this world salaries and benefits?
It is no longer a functional way to close the gap:
- If you hire a person for a particular experience, you will be vulnerable to technological advances that will (without a doubt) come along and make that experience obsolete.
- You won’t be able to fill your skills gaps with recruiting experienced profiles, they are simply too scarce. If you try, you will overpay and under-achieve.
Let’s face it. Small adjustments to your current Talent strategy will not be enough to avoid the skills crisis, and the cost of inaction is staggering.
OECD research shows that the 14 G20 countries could miss out on as much as 11.5 trillion USD, if they fail to meet their technical skills demands. That is an entire percentage point of growth lost.
Every year…
New ways for the skills-first economy
The sheer scale and complexity of bridging the current technical skills gaps can be overwhelming for businesses, who have not yet moved on from hiring for experience.
Afterall, in response to the skills crisis, the most successful business leaders are thinking of skills before they even start to think about technology. We now live in a Skills-First economy and they are completely re-thinking their approach to skills acquisition.
They are investing in talent rather than experience.
To futureproof your organization now, you will need to put skills-first and hire talent that can be trained for the NEXT wave of technology.
You need talent with hungry minds, who can be matched to the skill requirements in your business. Technological competence is temporary, but intellectual curiosity is a permanent asset.
You´ll soon learn that talent can be trained to do anything.
