Job vacancies hit record high as post-pandemic labour market continues to recover, D2L comments

Today (Tuesday 12^th October), it was announced that the number of job vacancies has reached a record high of 1.1 million in the three months to September, as the UK’s post-pandemic labour market continues to recover. With this in mind,

Alan Hiddleston, director of corporate learning at D2L comments on the talent shortages that are inhibiting businesses’ ability to prosper post-pandemic: 

“Businesses are facing one of the most complex talent shortages to date. The pandemic and remote working economy have revealed the state of the digital skills deficit. Plus, the rush to reopen society, coupled with the departure of many overseas workers as a result of Brexit negotiations and restrictions on international travel, have left talent gaps throughout major industries. Though the UK government recently launched its Professional Qualifications Bill**, which recognises the qualifications of foreign professionals entering the UK, the demand for skills and experience continues to outweigh supply. 

“At the same time, many employees have adjusted their priorities – seeking improved work-life balance and further opportunities to grow and reach their full potential. Burnout has also been a challenge, with reports of employees working longer hours and becoming dissatisfied in their roles.  Some of this can likely be attributed to lack of training, opportunities for progression, or employer flexibility.

“Business leaders need to review the shortages and talent deficit specific to their organisation and adapt training programmes, taking individual learner needs into account. If companies do offer training, employees should be able to learn from anywhere and at any time, on their terms. This will ensure engaging workplace training, with compelling opportunities to learn.

“At the moment, organisations have an opportunity to reimagine traditional workplace training or learning and development. L&D teams, HR, department leads and even line managers should be involved in this process. That way, organisations can tap into their home-grown talent by giving subject matter experts and mentors the opportunity to provide more ‘realistic’ content. Together, they can draw upon their experience and design a programme that addresses the skill gaps and needs of the company, providing plenty of opportunities to test knowledge and excel through personalised learning journeys.”