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<div class="OutlineElement Ltr SCXW155545825 BCX0"><span class="TextRun SCXW200074877 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW200074877 BCX0">Finding and keeping the best talent will be a </span><span class="NormalTextRun SCXW200074877 BCX0">key challenge</span><span class="NormalTextRun SCXW200074877 BCX0"> for the energy sector to </span><span class="NormalTextRun SCXW200074877 BCX0">meet the &lsquo;</span></span><span class="TextRun SCXW200074877 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW200074877 BCX0">650,000 new high-quality jobs</span><span class="NormalTextRun SCXW200074877 BCX0">&rsquo; </span></span><span class="TextRun SCXW200074877 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW200074877 BCX0">pledged in the Labour manifesto to meet the </span><span class="NormalTextRun SCXW200074877 BCX0">new</span><span class="NormalTextRun SCXW200074877 BCX0"> governments</span><span class="NormalTextRun SCXW200074877 BCX0"> &ldquo;</span><span class="NormalTextRun SCXW200074877 BCX0">Clean Energy by 2030</span><span class="NormalTextRun SCXW200074877 BCX0">&rdquo;</span><span class="NormalTextRun SCXW200074877 BCX0"> mission</span><span class="NormalTextRun SCXW200074877 BCX0">.</span></span><span class="EOP SCXW200074877 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></div>
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<p class="Paragraph SCXW67892218 BCX0"><span class="TextRun SCXW67892218 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW67892218 BCX0">This report covers challenges the </span><span class="NormalTextRun SCXW67892218 BCX0">UK Energy </span><span class="NormalTextRun SCXW67892218 BCX0">sector is facing and provides recommendations and best practices for energy organisations to optimise their workforce management and talent acquisition strategies, </span><span class="NormalTextRun SCXW67892218 BCX0">to</span><span class="NormalTextRun SCXW67892218 BCX0"> overcome </span><span class="NormalTextRun SCXW67892218 BCX0">the </span><span class="NormalTextRun SCXW67892218 BCX0">skills gap, increase diversity, </span><span class="NormalTextRun SCXW67892218 BCX0">find quality </span><span class="NormalTextRun SCXW67892218 BCX0">and </span><span class="NormalTextRun SCXW67892218 BCX0">hard</span><span class="NormalTextRun SCXW67892218 BCX0">-to-fill </span><span class="NormalTextRun SCXW67892218 BCX0">talent, </span><span class="NormalTextRun SCXW67892218 BCX0">and boost productivity and innovation.</span></span><span class="EOP SCXW67892218 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<p class="Paragraph SCXW21100569 BCX0"><span class="TextRun SCXW21100569 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><strong><span class="NormalTextRun SCXW21100569 BCX0">Turn challenge into opportunity by </span><span class="NormalTextRun SCXW21100569 BCX0">discover</span><span class="NormalTextRun SCXW21100569 BCX0">ing</span></strong><span class="NormalTextRun SCXW21100569 BCX0">:</span></span><span class="EOP SCXW21100569 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
<p class="Paragraph SCXW21100569 BCX0"><span class="TextRun SCXW21100569 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW21100569 BCX0">A</span><span class="NormalTextRun SCXW21100569 BCX0">n overview of the main challenges and opportunities facing the sector</span><span class="NormalTextRun SCXW21100569 BCX0"> in 2024</span></span><span class="EOP SCXW21100569 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<p class="Paragraph SCXW21100569 BCX0"><span class="NormalTextRun SCXW21100569 BCX0">How to achieve a sustainable workforce of quality talent</span><span class="EOP SCXW21100569 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<p class="Paragraph SCXW21100569 BCX0"><span class="NormalTextRun SCXW21100569 BCX0">How to recruit key skills for our hard-to-fill and business-critical roles&nbsp;</span><span class="TextRun SCXW21100569 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW21100569 BCX0">&nbsp;</span><span class="NormalTextRun SCXW21100569 BCX0">&nbsp;</span></span><span class="EOP SCXW21100569 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">
<p class="Paragraph SCXW21100569 BCX0"><span class="NormalTextRun SCXW21100569 BCX0">Cost reduction strategies without compromising quality</span><span class="EOP SCXW21100569 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<li class="OutlineElement Ltr SCXW21100569 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="20" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">
<p class="Paragraph SCXW21100569 BCX0"><span class="TextRun SCXW21100569 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW21100569 BCX0">How strategic partnerships can </span><span class="NormalTextRun SCXW21100569 BCX0">future proof your energy sector </span><span class="NormalTextRun SCXW21100569 BCX0">workforce</span></span><span class="EOP SCXW21100569 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></p>
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<p><strong>Download your copy of the UK Energy, Renewables, Oil and Gas: Talent Challenges Report 2024 today and discover how you can transform your talent strategy and achieve a competitive edge in the UK energy sector.</strong></p>
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<h2 class="Paragraph SCXW155545825 BCX0">&nbsp;</h2>
<h2 class="Paragraph SCXW155545825 BCX0"><span class="TextRun SCXW155545825 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW155545825 BCX0">Fill in the form to a</span><span class="NormalTextRun SCXW155545825 BCX0">ccess your copy&nbsp;</span></span><span class="EOP SCXW155545825 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></h2>
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UK Energy, Renewables, Oil and Gas: Talent Challenges Report 2024

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<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">The UK's </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">defen</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">c</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">e</span><span class="NormalTextRun SCXW79999907 BCX0"> sector faces a potential setback in comparison to other nations due to a shortage of STEM talent, according to our recent research </span><span class="NormalTextRun SCXW79999907 BCX0">report,</span><span class="NormalTextRun SCXW79999907 BCX0"> written in collaboration with </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">Defence</span><span class="NormalTextRun SCXW79999907 BCX0"> Online.&nbsp;</span></span></p>
<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">The report, titled "</span></span><a class="Hyperlink SCXW79999907 BCX0" href="https://www.guidantglobal.com/gated-content/read-the-report-delivering-the-defence-workforce-of-the-future-/" target="_blank" rel="noreferrer noopener"><span class="TextRun Underlined SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink">Delivering the</span> <span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink">Defenc</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink">e</span><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink"> Workforce of the Future</span></span></a><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">," reveals that 83% of key decision-makers fear technological lag due to a lack of skills, while 77% are concerned about a decline in </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">defen</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">c</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">e</span><span class="NormalTextRun SCXW79999907 BCX0"> capabilities and 72% worry about economic growth.&nbsp;</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">Engineering skills are notably scarce, with 48% of </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">defen</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">c</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">e</span> <span class="NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW79999907 BCX0">employers</span><span class="NormalTextRun SCXW79999907 BCX0"> reporting a shortage, alongside deficiencies in cyber &amp; digital (33%) and manufacturing &amp; mechanical (25%) skills.&nbsp;</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">While 50% of</span> <span class="NormalTextRun SCXW79999907 BCX0">employer</span><span class="NormalTextRun SCXW79999907 BCX0">s</span><span class="NormalTextRun SCXW79999907 BCX0"> are engaging with educational institutions, Guidant Global warns that more immediate and innovative solutions are needed. Joel Forrester, Client Solutions Director at Guidant Global, emphasized the urgency of addressing the STEM skills shortage to safeguard the </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">defen</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">c</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">e</span><span class="NormalTextRun SCXW79999907 BCX0"> sector's competitiveness, highlighting the need for both short-term and long-term strategies.</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">&nbsp;</span></span> <span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">"O</span><span class="NormalTextRun SCXW79999907 BCX0">nly 16% of respondents were collaborating with specialized STEM workforce providers,</span><span class="NormalTextRun SCXW79999907 BCX0">&rdquo; </span><span class="NormalTextRun SCXW79999907 BCX0">stated</span><span class="NormalTextRun SCXW79999907 BCX0"> Joel.</span> <span class="NormalTextRun SCXW79999907 BCX0">&ldquo;This </span><span class="NormalTextRun SCXW79999907 BCX0">suggest</span><span class="NormalTextRun SCXW79999907 BCX0">s there are</span><span class="NormalTextRun SCXW79999907 BCX0"> overlooked opportunities to address immediate skill needs</span><span class="NormalTextRun SCXW79999907 BCX0"> as well as in the long term</span><span class="NormalTextRun SCXW79999907 BCX0">.</span><span class="NormalTextRun SCXW79999907 BCX0">&rdquo;</span><span class="NormalTextRun SCXW79999907 BCX0">&nbsp;</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">He </span><span class="NormalTextRun SCXW79999907 BCX0">emphasized the urgency of strategic acti</span><span class="NormalTextRun SCXW79999907 BCX0">on</span><span class="NormalTextRun SCXW79999907 BCX0"> on this STEM skills shortage</span><span class="NormalTextRun SCXW79999907 BCX0">, </span><span class="NormalTextRun SCXW79999907 BCX0">sta</span><span class="NormalTextRun SCXW79999907 BCX0">ting</span><span class="NormalTextRun SCXW79999907 BCX0"> th</span><span class="NormalTextRun SCXW79999907 BCX0">at the </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">defen</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">c</span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">e</span><span class="NormalTextRun SCXW79999907 BCX0"> sector risks falling behind without prompt intervention.&nbsp;</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">"</span><span class="NormalTextRun SCXW79999907 BCX0">Guidant </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">Global's</span> <span class="NormalTextRun SCXW79999907 BCX0">have demonstrated a </span><span class="NormalTextRun SCXW79999907 BCX0">commitment to working with partners to future-proof the sector and help employers overcome key people-related challenges</span><span class="NormalTextRun SCXW79999907 BCX0">,&rdquo; he continues</span><span class="NormalTextRun SCXW79999907 BCX0">. </span><span class="NormalTextRun SCXW79999907 BCX0">&ldquo;</span><span class="NormalTextRun SCXW79999907 BCX0">Th</span><span class="NormalTextRun SCXW79999907 BCX0">is</span> <span class="NormalTextRun SCXW79999907 BCX0">report justifies this commitment; it </span><span class="NormalTextRun SCXW79999907 BCX0">underscore</span><span class="NormalTextRun SCXW79999907 BCX0">s</span><span class="NormalTextRun SCXW79999907 BCX0"> the importance of balancing long-term solutions with immediate me</span><span class="NormalTextRun SCXW79999907 BCX0">asures to </span><span class="NormalTextRun SCXW79999907 BCX0">maintain</span><span class="NormalTextRun SCXW79999907 BCX0"> the sector's competitiveness amid global uncertainties.</span><span class="NormalTextRun SCXW79999907 BCX0">&rdquo;</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><a class="Hyperlink SCXW79999907 BCX0" href="https://www.guidantglobal.com/gated-content/read-the-report-delivering-the-defence-workforce-of-the-future-/" target="_blank" rel="noreferrer noopener"><span class="TextRun Underlined SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink">Download the full report.</span></span></a><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW79999907 BCX0">The </span><span class="NormalTextRun SCXW79999907 BCX0">new approaches</span><span class="NormalTextRun SCXW79999907 BCX0"> to reducing skills shortages in </span><span class="NormalTextRun SpellingErrorV2Themed SCXW79999907 BCX0">defence</span><span class="NormalTextRun SCXW79999907 BCX0"> sector with Guidant Global</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="A3" data-ccp-charstyle-defn="{&quot;ObjectId&quot;:&quot;ebd924ff-7ea1-4ae1-b92d-f1467e38910b|33&quot;,&quot;ClassId&quot;:1073872969,&quot;Properties&quot;:[469775450,&quot;A3&quot;,201340122,&quot;1&quot;,134233614,&quot;true&quot;,469778129,&quot;A3&quot;,335572020,&quot;99&quot;,134224900,&quot;true&quot;,201342446,&quot;1&quot;,201342448,&quot;1&quot;,201342449,&quot;1&quot;,469777841,&quot;Aptos&quot;,469777842,&quot;Open Sans Light&quot;,469777843,&quot;Aptos&quot;,469777844,&quot;Aptos&quot;,201341986,&quot;1&quot;,469769226,&quot;Aptos,Open Sans Light&quot;,335551500,&quot;0&quot;,268442635,&quot;20&quot;,469778324,&quot;Default Paragraph Font&quot;]}">Trusted with over &pound;230 million spend under management (SUM) in the Aerospace and Defence sector, Guidant Global manages clients&rsquo; workforces and securing the best talent, from low-skill, high volume roles to niche-skilled engineering, technology, digital and business support roles.&nbsp;</span></span><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;201341983&quot;:2,&quot;335559739&quot;:0,&quot;335559740&quot;:241}">&nbsp;</span></p>
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<p class="Paragraph SCXW79999907 BCX0"><span class="TextRun SCXW79999907 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="A3">For more information, </span></span><a class="Hyperlink SCXW79999907 BCX0" href="https://www.guidantglobal.com/contact/" target="_blank" rel="noreferrer noopener"><span class="TextRun Underlined SCXW79999907 BCX0" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink">get in touch with</span><span class="NormalTextRun SCXW79999907 BCX0" data-ccp-charstyle="Hyperlink"> our team.</span></span></a><span class="EOP SCXW79999907 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p>
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UK’s defence sector at risk of falling behind other countries as the STEM skills shortages rage on 

<p>Since 2019 there have been dramatic changes around the world. From the pandemic its impact associated changes to attitudes to work, to cost of living crises caused by overseas conflicts, to fluctuating economies, and political changes. &nbsp;</p>
<p>2024 is now here, and we&rsquo;ve asked two of our industry thought leaders what they think will be changing in the world of workforce management this year.&nbsp;</p>
<p><strong>Andrew Erlichman -&nbsp;VP, Sales/Channel Partner Strategy&nbsp;</strong></p>
<p>The world is realizing that we are moving away from a job title driven talent strategy to more of a focus on finding the right resources to complete specific tasks. Skills and experience are what drive successful outcomes. Speed will continue to be a driving KPI (Key Performance Indicator) for talent acquisition, but all elements are still important. As older talent continues to retire, finding qualified talent quickly will remain a key initiative. &nbsp;</p>
<p>Planning for demand will continue to drive successful results. A flexible approach to talent supply that could include a strategy for directly sourcing specific skill sets along with purposeful talent curation all while utilizing AI powered talent attraction tech will be very effective. &nbsp;</p>
<p>Also driven by a desire for efficiency and effectiveness I would predict the continuing growth of Statement of Work where organizations engage subject matter experts to achieve measurable outcomes within set timelines or milestones. The use of strategic partnerships here will help businesses to find the best possible suppliers with the most relevant and successful experience while ensuring compliance, cost controls and speed in productivity.&nbsp;</p>
<p>AI (Artificial Intelligence) has been in the news consistently, and this is no different in workforce management. Automation and machine learning will continue to grow in our space with various AI platforms and applications used to remove the &lsquo;leg work&rsquo;, freeing up team members to focus on people-based actions and growth. &nbsp;</p>
<p>AI is not a threat to jobs as it will never take over everything that we do: In fact, Artificial intelligence is expected to create 133 million new jobs by 2030. Accepting AI in the world of work will enable both workers and businesses to deliver better results at faster rates. &nbsp;</p>
<p><strong>Ben De Wulf -&nbsp;Client Solutions Architect&nbsp;</strong></p>
<p>I would agree that AI is going to continue to become more relevant as people become increasingly aware of its potential. Not only will the use of AI increase within workforce management, but I think our team members working hands-on with clients will see an escalating increase in demand for quality candidates who have AI experience and skills.&nbsp;</p>
<p>I predict that without drastic action the STEM talent shortage will continue. We&rsquo;ve seen a range of industries already struggling. As an example, a recent study by Guidant Global in partnership with Defence Online about the defence industry, showed that for over half of respondents, their leading challenge was attracting and retaining quality talent, shortly followed by difficulty sourcing specialist or niche skill workers. &nbsp;</p>
<p>As more STEM workers get closer to retirement, employers looking to bring in the best quality talent in STEM are going to have to offer more than simply good salaries, and organizations need to look at alternative approaches to reaching new audiences.&nbsp;</p>
<p>The pandemic brought a dramatic rise in remote workers, but I predict that whilst workers like the flexibility of working from home they also crave human interaction and a sense of community at work. I believe that there will be an increase in hybrid working as opposed to remote working, with candidates wanting the best of both worlds.&nbsp;</p>
<p>Lastly, and specifically for the UK, the reform to IR35 might make organisations reconsider their previous approaches PCS contractor bans. With the double taxation rule no longer applying due to the introduction of new legislation, in relation to misclassification of an &ldquo;out of scope&rdquo; worker and essentially reducing the risk, may mean there will be a greater appetite to explore the use of PSC contractors moving forward.&nbsp;</p>
<p><strong>2024 at Guidant Global&nbsp;</strong></p>
<p>At Guidant Global, our workforce management solutions are agile, digitally enabled, scalable, and evolve with you and your organisation, helping you to create a productive, diverse and inclusive workforce. If you are looking to achieve new levels of workforce quality, cost savings, compliance and efficiency in 2024, <a href="../../../../../../contact/">contact our team</a>.&nbsp;</p>
<p>&nbsp;</p>

What’s coming up in 2024 for workforce management? 

<p>It is said that space is the final frontier - but there are many challenges in the space industry right here on earth. Where you might think that anyone and everyone would want to work in an industry that launches rockets to space and monitors far off planets, there is actually a concerning skills shortage in the UK space industry, in the same way that there is in the wider UK Aerospace sector and in many STEM (Science, technology, engineering, and mathematics) fields. <br><br>The space industry in the UK is booming. Currently worth &pound;16.4bn per year, it looks set to grow even further following <a href="https://www.gov.uk/government/news/first-dedicated-government-fund-to-build-space-infrastructure-launched-with-50-million#:~:text=The%20UK%20Space%20Agency's%20funding,missions%20and%20innovative%20commercial%20programmes." target="_blank" rel="noopener noreferrer">a further investment of &pound;1.84bn in partnership with the Europen Space Agency</a>. This will create a greater demand for aerospace engineers, echoing <a href="https://www.bls.gov/ooh/architecture-and-engineering/aerospace-engineers.htm" target="_blank" rel="noopener noreferrer">the current demand seen in the US</a> for 3,800 engineers every year. <br><br>There are already challenges in the various STEM industries. The UK Commission for Employment and Skills revealed earlier this year that <a href="https://www.gov.uk/government/news/new-report-shows-stem-workers-twice-as-likely-to-miss-job-opportunities-due-to-lack-of-skills" target="_blank" rel="noopener noreferrer">43% of STEM vacancies</a> were hard to fill due to a shortage of applicants, and <a href="https://uktechnews.co.uk/2022/08/10/97-of-uk-government-defence-and-aerospace-organisations-face-barriers-to-achieving-digital-advantage/" target="_blank" rel="noopener">97% of decision makers from across aerospace, defence and government admit they are struggling to gain a digital advantage across data, people and technology. <br></a> <br>This talent is clearly needed, as nearly half of respondents to the UK Commission for Employment and Skill&rsquo;s study added that <a href="https://www.cityam.com/uk-defence-and-aerospace-firms-risk-being-outpaced-in-stem-skills-shortage/" target="_blank" rel="noopener noreferrer">greater access to STEM talent will help them overcome certain barriers in areas such as cybersecurity</a>. <br>So where can the UK aerospace industry find the STEM talent that could resolve so many of their problems both now and in the future, in order to become and remain a contender in the global space arena? The answer might lie in diversity.</p>
<h3>Diversity in the UK space industry</h3>
<ul>
<li>The 2020 Space Census provided the first comprehensive demographic statistics for the UK space sector, and clearly demonstrated key issues.</li>
<li>Women are significantly under-represented (29%), particularly in industry (22%) and the military (17%).</li>
<li>Disabled people are under-represented (8% compared to 13% in the wider workforce)</li>
<li>Ethnic minorities are under-represented (11% compared to 14% in the population at large)</li>
<li>Carers are under-represented (6% compared to 15% in the wider workforce)</li>
<li>People from more advantaged socio-economic backgrounds are over-represented, with twice the national average proportion of privately educated people.</li>
</ul>
<p>There is a distinct lack of diversity within the space industry, driven by a number of socioeconomic factors as well as a perception of how welcoming the space industry might be to some demographics. <br><br>Attitudes to women, people of colour and people with disabilities may have modernised significantly however, if people within those demographics cannot see themselves being accepted in the space industry, the chances are they will not even apply. <br><br>Parents and carers may see the space industry as inaccessible due to a need for flexibility, and despite many industries being more open to alternative arrangements, this needs to be communicated in ways that go beyond a paragraph at the bottom of a job advert &ndash; it needs to be part of a targeted recruitment drive, in the same way as it should be for other underrepresented groups. <br><br>The reasons behind the disproportionate number of privately educated individuals within the space sector are more complex. People from more advantaged backgrounds are often more easily able to take unpaid work experience placements and internships at a young age, always giving them an experience advantage over those with less financial support and in need of an income. This leaves them more likely to apply, in the knowledge that they have desirable industry experience. <br><br>Ensuring that all work experience and internships are either paid, or work around a paid job, is key to ensuring that this career path advantage is open to interested young people from a range of socio-economic backgrounds, and not limited to those that can afford to take unpaid work. <br><br>However, there is the same general perception at all stages of education and in the workplace for those from less advanced socio-economic backgrounds &ndash; that entering the aerospace and space industry is competitive and difficult for anyone without connections or experience. Given the demand, this is not in fact the case.</p>
<h3>Encouraging a diverse workforce to attract talent</h3>
<p>There is potentially an exceptional amount of engineering, industrial and military talent out there not currently considering the space industry as a viable career option because it has never occurred to them that it is an industry open to someone with their background, situation, and experience. <br><br>The UK space industry needs to clearly communicate to these individuals that they are not only equally acceptable candidates, but also actively welcome. In turn, these individuals will provide a greater breadth of life experience and wider perspectives into the industry.</p>
<h3>Case study example: Airbus seeks to drive more female applicants to the aerospace industry</h3>
<p>The number of female workers within the Aircraft Fitter function of the business in Airbus Broughton had typically wavered around 1%, out of an approximate 500 strong workforce during pre-pandemic times. <br><br>This is significantly below the already male orientated, 10% to 15% female representation seen in the wider UK engineering workforce and means they could potentially be missing out on great talent - who believe that as females, they would not succeed in this area of the industry. <br><br>Airbus&rsquo;s goal was to go beyond hitting the industry average for female representation in its manufacturing team at Broughton. Guidant Global worked within Airbus in 2022 on an innovative end-to-end attraction strategy and candidate journey, targeting women. <br><br><a href="https://www.guidantglobal.com/resources/customer-success-stories/female-engineers-soar-higher-at-airbus" target="_blank" rel="noopener noreferrer">Guidant Global created a campaign featuring a female talent attraction initiative</a>, showing them in a rewarding and exciting career where they have the potential to progress. Results were almost immediate.</p>
<ul>
<li>Between Feb 2022 and Dec 2022, Airbus had 229 quality applications from female jobseekers.</li>
<li>Female representation is now at 23%, up from their previous level of 1%, and 8%-13% higher than industry standard.</li>
<li>35% of new hires into the aircraft fitter workforce are now female.</li>
<li>Retention rates are excellent with 59 women taken on during the campaign still in the role as of January 2023.</li>
</ul>
<p>Airbus is still constantly receiving applications through word of mouth and campaign impact within the local community, and they are continuing to create and roll out more blogs spotlighting female talent to maintain momentum. Feedback is also being consistently collected at every stage of the candidate journey with continual improvement in mind.</p>
<h3>Communicate your desire for diversity with Guidant Global</h3>
<p>At Guidant Global we believe that all workplaces can benefit from a more diverse labour pool. We work with clients who might not be sure how to effectively and efficiently go about achieving. Get in touch to find out how a more diverse workforce can help attract untapped talent into your business and create a sustainable workforce. <br><br></p>
<p><strong>&nbsp;</strong></p>
<p><strong>About the author</strong> <br><br>Joel is the UK and European Sales lead for Guidant Global - powered by the Impellam Group. Having enjoyed many years of proven success working closely with clients providing programmes valued between &pound;15m - &pound;190m, he has developed vast knowledge on the intricacies of an in depth RFI, RFP tender process and vital experience in developing key strategic relationships with clients and stakeholders throughout a full sales cycle from prospect to client.<br><br><a href="https://www.linkedin.com/in/joelforrester/" target="_blank" rel="noopener noreferrer">Follow Joel on LinkedIn</a></p>

Diversity in Aerospace – the real final frontier is attracting STEM talent

<p>The Diversity, Equity and Inclusion (DE&amp;I) agenda is no new topic for HR teams. There&rsquo;s a general recognition that it&rsquo;s beneficial to businesses, aiding productivity, creativity and supporting talent attraction in a skills short market.&nbsp;</p>
<p>Aside from this, we&rsquo;re also seeing the scale of demand for employers to be more diverse growing at speed. Consumers are demanding it and talent pools are voting with their feet and going elsewhere if they don&rsquo;t experience it.&nbsp;</p>
<p>More to the point, it&rsquo;s simply the right thing to do.&nbsp;</p>
<h3>Focusing on the contingent market</h3>
<p>But, DE&amp;I is often considered as more of a value-add in the permanent workforce than contingent. However, as our own VP of Client Solutions, Arsenio Bell, stated in our recent whitepaper, <em><span style="color: #e1235f;"><a href="https://www.guidantglobal.com/resources/workforce-management/driving-dei-in-the-contingent-workforce---12-winning-strategies">Driving DE&amp;I in the contingent workforce: 12 winning strategies;&nbsp;</a></span></em></p>
<p>&ldquo;Having a DE&amp;I programme for the contingent workforce opens up possibilities, which opens up capabilities, which opens up new levels of progress growth and outcomes. There&rsquo;s financial links between diversity and with the contingent workforce becoming so critical, having a diversity, equity and inclusion strategy for this segment of talent pools simply makes sense.&rdquo;</p>
<h3>Key steps to success</h3>
<p>Achieving contingent workforce diversity isn&rsquo;t an easy task. Results won&rsquo;t be delivered overnight &ndash; but they are achievable. While it&rsquo;s not a comprehensive list (and certainly doesn&rsquo;t cover all<span style="color: #e1235f;"><a href="https://www.guidantglobal.com/resources/workforce-management/driving-dei-in-the-contingent-workforce---12-winning-strategies"> 12 tips</a></span> from our whitepaper), here&rsquo;s a few key steps to take:&nbsp;</p>
<p>- <strong>You need the foundations first:</strong> Before you implement any new tactics or change your approach, it&rsquo;s important to focus first on the foundations. If diversity is lacking in your contingent workforce there&rsquo;s a blocker that needs to be identified before any further action is taken. Take a step back and review &ndash; in an honest way &ndash; what your corporate visions and values look like today.</p>
<p>- <strong>Use diverse suppliers:</strong> The providers in your supply chain will be crucial to driving DE&amp;I in your contingent workforce, after all, they are the ones supplying the workers and interacting with them regularly. Partnering with experts that not only align with your firm&rsquo;s diversity values, but also have the experience in diverse hiring practices themselves will naturally bolster DE&amp;I in flexible workforces.</p>
<p>- <strong>Take a new look at the flexible workforce: </strong>One of the barriers to inclusivity in flexible hiring is how this labour market is perceived. Too often it is viewed as just a temporary &ndash; and unfortunately sometimes even a disposable &ndash; resource. This needs to shift to see the strategic value of the contingent worker. These individuals can be redeployed time and again. Changing mindsets to create a better balance between the value of contingent workers and that of permanent resources is needed.</p>
<p>- <strong>Monitoring is crucial: </strong>Knowing what needs to change in your resourcing strategy is one step in the process. But being able to track what is and isn&rsquo;t working is an absolute must. There needs to be complete transparency across the contingent workforce. What does the mix of the current workforce look like? Where are there specific demographic gaps? What are the KPIs and are they being met? Remember that this should never be a finger-pointing exercise. Instead, the ability to take action where improvements can be made should be the focus. Technology will certainly underpin how well results can be tracked and it is crucial to have a centralised hub before implementing any DE&amp;I initiatives so you can monitor success.&nbsp;</p>
<p>- <strong>Hone your focus:</strong> Diversity is a hugely broad topic. It isn&rsquo;t about focusing on attracting more women, engaging with those from an ethnic background or improving hiring across disability groups. The mix is significantly varied, from LGBTQI+, to those with a criminal record and much more. Becoming an inclusive brand to all demographics in one move isn&rsquo;t possible. When starting any action, you need to hone your focus into targeted programmes first and then expand from there. The goal should always be to create a culture of diversity, equity and inclusion that organically grows, rather than push values that don&rsquo;t exist onto the workforce.&nbsp;</p>
<h3>Access your no-obligation guide</h3>
<p>These are just a few of the steps that can help boost contingent worker diversity. If you want to delve into the topic deeper and access more tips to help your firm, <a href="https://www.guidantglobal.com/resources/workforce-management/driving-dei-in-the-contingent-workforce---12-winning-strategies">download the report today.</a><br><br></p>

The why’s and how’s of contingent worker diversity

<p>There&rsquo;s a wealth of opportunities in the Aerospace and Defence sector. Firms are earning significant investment, with a &pound;15.4 million contract for a cutting-edge crewless submarine just one of the recent <span style="color: #e1235f;"><a href="https://www.gov.uk/government/news/154-million-contract-for-first-cutting-edge-navy-crewless-submarine">announcements</a></span>. But the sector has faced an on-going <span style="color: #e1235f;"><a href="https://www.guidantglobal.com/resources/workforce-management/uk-talent-scarcity-report-2022">talent shortage</a></span> that could threaten future growth opportunities.&nbsp;&nbsp;<br><br>So, what are the greatest challenges facing employers in the sector?&nbsp;</p>
<h3>Vetting processes&nbsp;</h3>
<p>One of the most common talent sourcing struggles is driven by the complexity and length of the vetting process. Potential new hires and contingent staff are required to go through a robust screening process that&rsquo;s to be expected given the nature of the work. But this can take upwards of 18 months in some instances.&nbsp;</p>
<p>The longer the process goes on, the greater the chance for an individual to be poached or simply become dis-engaged and exit the process. And once this happens, procurement teams are back to square one.&nbsp;&nbsp;</p>
<h3>Volume hiring&nbsp;</h3>
<p>With huge investment planned across the sector, the need for volume hiring increases. But again, the processes in place aren&rsquo;t set up to handle high-volume recruitment quickly. The impact this has on the contingent worker or candidate experience is potentially damaging. This will only create longer-term challenges when attempting to hire from disengaged talent pools.&nbsp;&nbsp;</p>
<h3>Diversity&nbsp;</h3>
<p class="Paragraph SCXW114518840 BCX0" style="color: windowtext; background-color: transparent; margin-right: 0px; margin-left: 0px; padding: 0px;"><span class="TextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;" data-contrast="none"><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">Aerospace and Defence does have a diversity challenge. The</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;"> sector needs to become more appealing to a broader range of talent, not just in terms of under-represented groups, but als</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">o sources of skills. </span><span class="NormalTextRun AdvancedProofingIssueV2Themed SCXW114518840 BCX0" style="margin: 0px; padding: 0px; border-bottom: 1px solid transparent;">The majority of</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;"> workers have </span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">prior experience in the sector and employers have had a rather narrow view on </span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">where they want to source their staff</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">. </span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">This limits </span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">both the size of the talent pool they can access as well as the diversity of the skills they bring in.&nbsp;</span></span></p>
<p class="Paragraph SCXW114518840 BCX0" style="color: windowtext; background-color: transparent; margin-right: 0px; margin-left: 0px; padding: 0px;"><span class="TextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;" data-contrast="none"><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">There is a lot of work needed to bring the sector up to spe</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">e</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">d </span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">with</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;"> diverse representation in the workplace</span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">. But what we are seeing is </span><span class="NormalTextRun SCXW114518840 BCX0" style="margin: 0px; padding: 0px;">a general reliance on hiring managers to identify transferable skills when they often haven&rsquo;t had the training to achieve this themselves.&nbsp;</span></span></p>
<h3><span class="TextRun SCXW47534607 BCX0" style="background-color: #ffffff; margin: 0px; padding: 0px; color: #000000;" data-contrast="none"><span class="NormalTextRun SCXW47534607 BCX0" style="margin: 0px; padding: 0px;">Competition</span><span class="NormalTextRun SCXW47534607 BCX0" style="margin: 0px; padding: 0px;"> and retention</span></span></h3>
<p>The blinkered approach to where talent can be found that I mention above also means that businesses are competing with each other for the same, very narrow, talent pool. What we are seeing now is more competition from outside of the Aerospace and Defence sector.&nbsp;&nbsp;<br><br>Engineering is engineering, whether that&rsquo;s in Defence, Aerospace or Pharmaceuticals and Life Sciences. With demand for these skills growing across other remits, staff who would have stayed in the sector are being lured to other areas.&nbsp;&nbsp;<br><br>Again, the sector is behind the curve with retention strategies for permanent and contingent workers largely due to the reliance on out-dated recruitment methods. Many do also rely on under-evolved employer branding messages and diversity policies that don&rsquo;t create the level of loyalty that employers in other sectors command.&nbsp;&nbsp;</p>
<h3>Pay parity&nbsp;</h3>
<p><span class="TextRun SCXW81856972 BCX0" style="background-color: #ffffff; margin: 0px; padding: 0px; color: #000000;" data-contrast="none"><span class="NormalTextRun SCXW81856972 BCX0" style="margin: 0px; padding: 0px;">The competition outside of the Aerospace and Defence sector is also having an impact on pay parity &ndash; particularly in the current economic climate. With staff recognising that they have a range of opportunities elsewhere, </span><span class="NormalTextRun SCXW81856972 BCX0" style="margin: 0px; padding: 0px;">they&rsquo;re being enticed by inflated pay packets in sectors that can afford to throw more money at talent challenges.&nbsp;</span></span></p>
<h3><span class="EOP SCXW47534607 BCX0" style="background-color: #ffffff; margin: 0px; padding: 0px; color: #000000;" data-ccp-props="{'134233279':true,'201341983':0,'335559739':0,'335559740':240}">Addressing the issues&nbsp;</span></h3>
<p>As you&rsquo;ll probably have gathered, there&rsquo;s a number of challenges all of which are linked in some way. This means that the solution to the Aerospace and Defence talent scarcity needs to address all of the barriers above in one &ndash; and that&rsquo;s not going to be easy.&nbsp;&nbsp;<br><br>From my experience, there are five key steps to implement:&nbsp;</p>
<ol>
<li><strong>Build a strong employer value proposition (EVP): </strong>If employers are to attract contingent and permanent resources they need an EVP that appeals to the wants of diverse talent. Once people get into the sector they tend to find their passion and if they have a clear career path, they&rsquo;ll stay longer. In order to get them through the door in the first place, they need to see what&rsquo;s in it for them &ndash; behind the financial incentive.&nbsp; &nbsp;</li>
<li><strong>Broaden talent pools: </strong>There needs to be a diversity overhaul that&rsquo;s built into EVP strategies. The sector needs to look at where it is lacking in representation and what transferrable skills need to be engaged in order to broaden the workforce it can access and improve diversity of thought.&nbsp;&nbsp;</li>
<li><strong>Train hiring managers: </strong>If the above point is to be achieved, there will need to be a change in hiring approaches. Training hiring managers to help them recognise transferable skills, support diverse hiring and ensure the right EVP is coming across in the recruitment process is key.&nbsp;</li>
<li><strong>Rethink veteran hiring: </strong>As a veteran myself, I believe this talent pool is under-utilised. Many who leave the armed forces have the direct or transferrable skills the sector needs. From a vetting point of view, an employer will have the security knowing they&rsquo;ve already gone through a thorough screening programme. But how they are engaged requires a tailored approach. The transition into the civvy world can be challenging for some. As such, they are likely to leave within their first year of a post-service role. Steps can be taken to better support them in this transition, but there&rsquo;s also a benefit in engaging with these individuals as they near their first year working in a civilian role.</li>
<li><strong>Utilise MSP and RPO solutions:</strong> If a business or its suppliers are not looking after their contingent workers they&rsquo;ll look elsewhere. But with so many suppliers to manage and complex vetting processes to control, procurement teams don&rsquo;t need to shoulder the burden alone. Utilising a strategic <span style="color: #e1235f;"><a href="https://www.guidantglobal.com/what-is-outsourcing/what-is-msp">MSP</a></span> or <span style="color: #e1235f;"><a href="https://www.guidantglobal.com/what-is-outsourcing/what-is-rpo">RPO</a></span> provider with the skills and abilities to manage workforce solutions will streamline the process and offer additional, unbiased, information to drive real change in hiring strategies.&nbsp; &nbsp;&nbsp;</li>
</ol>
<p><em>Download our full <span style="color: #e1235f;"><a href="https://www.guidantglobal.com/resources/workforce-management/state-of-the-uk-aerospace-and-defence-labour-market">talent scarcity report </a></span>to find out more about the UK&rsquo;s skills shortages and how your sector compares to others.&nbsp;&nbsp;</em></p>

Hiring challenges in Aerospace and Defence

<p><em>A comprehensive overview of the shortage of talent in key sectors of the US economy, and what employers can do about it.</em></p>
<p>While predictions suggest that the United States might narrowly avoid the recession that most of Europe is facing, it has a serious challenge on its hands: addressing the shortage of workers.&nbsp;<br><br>A scarcity of talent has been a big concern for employers across a range of sectors for most of 2022. In order to identify the scale of this challenge, we analysed staff availability across a range of sectors for our <em><span style="color: #e1235f;"><a href="https://www.guidantglobal.com/news/us-talent-shortages-2023-a-talent-scarcity-report/">Talent Scarcity Report 2022/23: The State of the US Labor Market.&nbsp;&nbsp;</a></span></em><br><br>Here&rsquo;s an insight into what we found.&nbsp;&nbsp;</p>
<h2>Candidates placing more value on ESG&nbsp;</h2>
<p>During tough economic times it&rsquo;s easy to assume that offering more money will entice more workers. This is both an incorrect assumption and frankly, an unsustainable approach for firms. Our research shows that financial incentives can only go so far in the US war for talent.&nbsp;<br><br>Instead, people want to progress their career and they want to work for a business that cares.&nbsp;<br><br>The pandemic put more emphasis than ever before on Environmental, Social and Governance (ESG) frameworks. The fall out of the Great Resignation saw individuals have greater choice over who they want to work for. Brands with the greatest appeal were those that treated their people well during the difficult months of Covid.&nbsp;&nbsp;<br><br>Add the climate crisis and movements such as Black Lives Matter and #MeToo to the mix and it&rsquo;s no wonder so many American citizens want to work for an employer that has an environmental and socio-economic commitment.&nbsp;&nbsp;</p>
<h2>Diversity Equality and Inclusion (DEI) still a challenge&nbsp;</h2>
<p>While the workforce is certainly placing more emphasis on working with an employer that has similar cultural and ethical values, there&rsquo;s still more work needed on the diversity agenda. Almost every sector we analysed had a need for greater workforce diversity.&nbsp;<br><br>This was more obvious in sectors which have long struggled with stereotypes. Oil &amp; Gas and Life Sciences &amp; Pharmaceuticals are prime examples. Both have long been known to be male dominated environments. Progress may have been made, but more clearly still needs to be done.&nbsp;</p>
<h2>Digital skills in short supply&nbsp;</h2>
<p class="Paragraph SCXW267493363 BCX0" style="color: windowtext; background-color: #000000; margin-right: 0px; margin-left: 0px; padding: 0px;"><span class="TextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-contrast="none"><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">Digital talent has been in high demand across a range of sectors in the States</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)"> for some time now</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">,</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)"> however the scarcity of workers has been more notable in </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">certain</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)"> specialisms. </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">Finance and banking </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">have</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)"> seen particularly high </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">demand</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)"> </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">for FinTech experts, largely driven by the continued </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">need for </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">digiti</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">s</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">ation of the </span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">sector.</span></span></p>
<p class="Paragraph SCXW267493363 BCX0" style="color: windowtext; background-color: #000000; margin-right: 0px; margin-left: 0px; padding: 0px;"><span class="TextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-contrast="none"><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">However, the recent news that tech giants have laid off large numbers of individuals will likely</span><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)"> change the digital talent landscape in the coming months.&nbsp;</span></span></p>
<h2 class="Paragraph SCXW267493363 BCX0" style="color: windowtext; background-color: #000000; margin-right: 0px; margin-left: 0px; padding: 0px;"><span class="TextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-contrast="none"><span class="NormalTextRun SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-parastyle="Normal (Web)">Large scale demand following job losses&nbsp;</span></span></h2>
<p class="Paragraph SCXW267493363 BCX0" style="color: windowtext; background-color: #000000; margin-right: 0px; margin-left: 0px; padding: 0px;">The impact of the Great Rehiring followed by the Great Resignation is still playing out across the US. Throughout 2022, the demand for workers has remained high. <span style="color: #e1235f;"><a href="https://www.bls.gov/opub/ted/2022/employment-up-in-46-states-for-year-ended-october-2022.htm">Data</a></span> from the Bureau of Labor Statistics (BLS) indicated that employment levels were up across 46 states for the year ending October 2022.&nbsp;&nbsp;<br><br>In any normal environment, an uplift in those in employment makes hiring difficult, with fewer candidates in the market for a new job. The challenge for businesses today is more acute thanks to the Great Resignation, which has seen people move jobs on a greater scale than most of us are used to.&nbsp;&nbsp;<br><br>This trend may have come to light in the first half of the year, but it&rsquo;s by no means disappeared. According to the Job Openings and Labor Turnover Survey (<span style="color: #e1235f;"><a href="https://equitablegrowth.org/jolts-day-graphs-september-2022-edition/#:~:text=Below%20are%20a%20few%20key,hires%20decreased%20to%206.1%20million.">JOLTS</a></span>) from the BLS, almost 4.1 million workers quit in September 2022. That&rsquo;s a lot of movement in the market for employers to contend with.&nbsp;&nbsp;</p>
<h2>How to address the US Labour Market Talent Scarcity&nbsp;</h2>
<p>There&rsquo;s no simple way of addressing the talent scarcity across the US, but there are ways to help move this issue towards a resolution:&nbsp;</p>
<ul>
<li><strong>DEI:</strong> It goes without saying that more needs to be done to improve diverse recruitment across the entire talent supply chain. Limiting the pool of candidates is never advisable (after all, a <span style="color: #e1235f;"><a href="https://www.guidantglobal.com/resources/workforce-management/build-equality-diversity-and-inclusion-strategy-for-better-normal">diverse workforce</a></span> is more productive, innovative and motivated). Doing so when there&rsquo;s not enough workers makes even less sense.</li>
</ul>
<ul>
<li><strong>Be a caring employer:</strong> People have more choice over the brands they want to work with. As a result, if your company doesn&rsquo;t make the cut for talent pools, you&rsquo;re going to struggle to recruit. <span style="color: #e1235f;"><a href="https://www.guidantglobal.com/news/complete-guide-to-building-a-unique-evp">Demonstrating where you stand</a></span> on the ESG agenda will be a game changer for 2023.&nbsp;</li>
</ul>
<ul>
<li><strong>Use data and technology: </strong><span style="color: #e1235f;"><a href="https://www.guidantglobal.com/news/harnessing-the-power-of-automation-in-recruitment">Data can be hugely valuable</a></span> in streamlining workforce management. Knowing which suppliers are most effective, where talent can be utilised from other areas of the business and how much spend is being channelled into certain routes is a must.</li>
</ul>
<ul>
<li><strong>Support skills development:</strong> More immediate solutions might be needed, but the ultimate challenge is that some skills are simply in increasingly short supply. Being involved in growing skills should always be on your agenda.<br><br></li>
<li><strong>Use your partnerships: </strong>Every business is struggling with a scarcity of talent. Work with your partners to get the external advice on where improvements can be made to broaden your talent pools.&nbsp;&nbsp;
<div>&nbsp;</div>
</li>
</ul>
<p><em><strong>Find out more about the talent scarcity in the US by downloading our <a href="https://www.guidantglobal.com/news/us-talent-shortages-2023-a-talent-scarcity-report/"><span style="color: #e1235f;">Talent Scarcity Report 2023: State of the US Labor Market.&nbsp;&nbsp;</span></a></strong></em></p>
<p class="Paragraph SCXW267493363 BCX0" style="color: windowtext; background-color: #000000; margin-right: 0px; margin-left: 0px; padding: 0px;"><span class="EOP SCXW267493363 BCX0" style="margin: 0px; padding: 0px;" data-ccp-props="{'134233117':false,'134233118':false,'134233279':true,'201341983':0,'335559738':0,'335559739':0,'335559740':240}">&nbsp;</span></p>

US Talent Shortages 2023: A Talent Scarcity Report

<h2><span class="TextRun SCXW157600884 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW157600884 BCX9">Our recent survey</span><span class="NormalTextRun SCXW157600884 BCX9">, carried out in partnership with </span><span class="NormalTextRun SCXW157600884 BCX9">Defence</span><span class="NormalTextRun SCXW157600884 BCX9"> Online,</span> <span class="NormalTextRun SCXW157600884 BCX9">asked respondents from across the </span><span class="NormalTextRun SCXW157600884 BCX9">Defen</span><span class="NormalTextRun SCXW157600884 BCX9">c</span><span class="NormalTextRun SCXW157600884 BCX9">e</span><span class="NormalTextRun SCXW157600884 BCX9"> se</span><span class="NormalTextRun SCXW157600884 BCX9">ctor</span><span class="NormalTextRun SCXW157600884 BCX9"> for their input into what is affecting and influencing talent in the </span><span class="NormalTextRun SCXW157600884 BCX9">industry</span><span class="NormalTextRun SCXW157600884 BCX9">.&nbsp;</span></span><span class="EOP SCXW157600884 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></h2>
<p>&nbsp;</p>
<div class="OutlineElement Ltr SCXW201367330 BCX9">
<p class="Paragraph SCXW201367330 BCX9"><span class="TextRun SCXW201367330 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW201367330 BCX9">With many of the UK&rsquo;s core industries continuing to experience prolonged talent shortages, the Defen</span><span class="NormalTextRun SCXW201367330 BCX9">c</span><span class="NormalTextRun SCXW201367330 BCX9">e sector</span><span class="NormalTextRun SCXW201367330 BCX9">,</span><span class="NormalTextRun SCXW201367330 BCX9"> clearl</span><span class="NormalTextRun SCXW201367330 BCX9">y,</span><span class="NormalTextRun SCXW201367330 BCX9"> is no exception.</span></span><span class="EOP SCXW201367330 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
</div>
<div class="OutlineElement Ltr SCXW201367330 BCX9">
<p class="Paragraph SCXW201367330 BCX9"><span class="TextRun SCXW201367330 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW201367330 BCX9">Download the full report</span><span class="NormalTextRun SCXW201367330 BCX9"> to</span> <span class="NormalTextRun SCXW201367330 BCX9">access the latest insight into talent within the defence sector and</span><span class="NormalTextRun SCXW201367330 BCX9"> explore</span><span class="NormalTextRun SCXW201367330 BCX9">:</span></span><span class="EOP SCXW201367330 BCX9" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
<ul class="BulletListStyle1 SCXW119105167 BCX9" role="list">
<li class="OutlineElement Ltr SCXW119105167 BCX9" role="listitem" data-leveltext="-" data-font="Calibri" data-listid="4" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;-&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
<p class="Paragraph SCXW119105167 BCX9"><span class="TextRun SCXW119105167 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW119105167 BCX9">The implications of STEM shortages on the </span><span class="NormalTextRun SCXW119105167 BCX9">Defence</span><span class="NormalTextRun SCXW119105167 BCX9"> sector </span><span class="NormalTextRun SCXW119105167 BCX9">and what can be done about it</span></span><span class="EOP SCXW119105167 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
</li>
<li class="OutlineElement Ltr SCXW119105167 BCX9" role="listitem" data-leveltext="-" data-font="Calibri" data-listid="4" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;-&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">
<p class="Paragraph SCXW119105167 BCX9"><span class="TextRun SCXW119105167 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW119105167 BCX9">Opportunities to diversify the </span><span class="NormalTextRun SCXW119105167 BCX9">d</span><span class="NormalTextRun SCXW119105167 BCX9">efence</span><span class="NormalTextRun SCXW119105167 BCX9"> supply chain</span></span><span class="EOP SCXW119105167 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
</li>
<li class="OutlineElement Ltr SCXW119105167 BCX9" role="listitem" data-leveltext="-" data-font="Calibri" data-listid="4" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;-&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">
<p class="Paragraph SCXW119105167 BCX9"><span class="TextRun SCXW119105167 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW119105167 BCX9">Diversity and inclusion in the sector</span></span><span class="EOP SCXW119105167 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
</li>
<li class="OutlineElement Ltr SCXW119105167 BCX9" role="listitem" data-leveltext="-" data-font="Calibri" data-listid="4" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;-&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">
<p class="Paragraph SCXW119105167 BCX9"><span class="TextRun SCXW119105167 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW119105167 BCX9">The role of contingent </span><span class="NormalTextRun SCXW119105167 BCX9">labour</span><span class="NormalTextRun SCXW119105167 BCX9"> in the sector</span></span><span class="EOP SCXW119105167 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
</li>
<li class="OutlineElement Ltr SCXW119105167 BCX9" role="listitem" data-leveltext="-" data-font="Calibri" data-listid="4" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Calibri&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;-&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">
<p class="Paragraph SCXW119105167 BCX9"><span class="TextRun SCXW119105167 BCX9" lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span class="NormalTextRun SCXW119105167 BCX9">And more!</span></span><span class="EOP SCXW119105167 BCX9" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>
</li>
</ul>
<h2><strong>Access your copy of the report by filling in the form opposite</strong></h2>
<p>&nbsp;</p>
</div>

READ THE REPORT: Delivering the Defence Workforce of the Future 

<h2>Workforce demand in the UK has been through immense ebbs and flows in recent years - a global pandemic, the great resignation and the post-lockdown hiring explosion.</h2>
<p>&nbsp;</p>
<p>Today, we are still combating skills shortages and talent scarcity, despite headlines of tech sector layoffs and economic uncertainty.</p>
<p>This report looks at what is happening today and what you can do about it - providing powerful insights and versatile strategies to combat ongoing talent scarcity in UK industries such as social care, defence, manufacturing, retail, aviation and more.&nbsp;</p>
<p><strong>The report uncovers solutions to help you find the talent you need, including:</strong></p>
<ul>
<li>Opening up new untapped talent pools</li>
<li>Use data and technology to lay out and support the allocation of organisational resources</li>
<li>Keep your audience in mind at all times</li>
<li>How can you help with skill development?</li>
<li>Broaden your horizons when looking for talent</li>
<li>And many, many more!</li>
</ul>
<h2><strong>Complete the form to download your copy</strong></h2>

What is the state of the UK labour market? The 2023 Talent Shortage Report

<h2>The law of supply and demand has a hand in most things around us. The workforce is no different. It is vital to achieving balance.</h2>
<p>&nbsp;</p>
<p>Here is our look at talent shortages affecting us all in 2023.</p>
<p>In the report, we look at what exactly is happening and what you can do about it - providing powerful insights and versatile strategies to combat talent scarcity in industries such as consumer goods, finance, life sciences and pharmaceuticals and more in the US.&nbsp;</p>
<p><strong>The report uncovers solutions to help you find the talent you need, including:</strong></p>
<ul>
<li>Upgrade your diversity, equity, and inclusion efforts to open new untapped talent pools</li>
<li>Use data and technology to lay out and support the allocation of organizational resources</li>
<li>Keep your audience in mind at all times</li>
<li>How can you help with skill development?</li>
<li>Broaden your horizons when looking for talent</li>
<li>And many, many more!</li>
</ul>
<h3><strong>Complete the form to download your copy</strong></h3>

What is the state of the US labor market? The 2023 Talent Shortage Report

<h3>2023 promises to be a year unlike any other. With rampant inflation, economic uncertainty, and a volatile labor market, enterprises must balance agility, flexibility, and dynamic strategies to thrive in these uncertain times.</h3>
<p>&nbsp;</p>
<p>Guidant Global is pleased to bring you this Ardent Partners and Future of Work Exchange research report, which highlights the key trends of today&rsquo;s dynamic world of work and their implications on business operations in the year ahead.</p>
<h3>&nbsp;</h3>
<h3><strong>Complete the form to get your copy</strong></h3>
<p>The report is based on survey responses from over 300 procurement, HR and talent acquisition executives in late 2022. Global responses included North America, EMEA, and Asia-Pacific. Ardent&rsquo;s analyst team identified 7 key trends for 2023.</p>
<p><strong>A preview of the research findings:</strong></p>
<ul>
<li>77% of businesses state that direct sourcing has allowed them to hire higher-quality skillsets and expertise</li>
<li>65% of businesses plan to leverage AI and related technology to measure and improve diversity over the next two years</li>
<li>82% of businesses utilized more contingent labor and extended talent in 2022 than in 2021</li>
</ul>
<h3>&nbsp;</h3>
<h3><strong>Download the report to get all the latest insight based on primary research</strong></h3>
<p><strong>About Ardent partners</strong></p>
<p>Ardent Partners is the leading research and advisory firm with a specific focus on the supply management space which includes procurement, accounts payable, and the Future of Work. Since 2010, Ardent Partners has delivered the highest quality research and advisory services to the solution providers in the industry.</p>

Ardent Partners: The Future of Work is Now: Top Trends for 2023

<h2>The scarcity of talent in the UK has put recruitment top of the agenda for Aerospace and Defence organisations, media outlets and the government alike.</h2>
<p>&nbsp;</p>
<p>So, what exactly is happening and what can you do about it?&nbsp;</p>
<p>In this report, Talent Scarcity Report 2022/23: State of the UK Aerospace &amp; Defence Labour Market we examine the impact talent scarcity is having on the sector and offer tips to find the right people and help keep them engaged through vetting processes to ultimately drive your business forward.&nbsp;</p>
<p><strong>The report covers:&nbsp;</strong></p>
<ul>
<li>A comprehensive overview of the state of the UK Aerospace and Defence talent market</li>
<li>Key insight and takeaways for workforce leaders and talent acquisition teams to consider</li>
<li>Expert tips on managing talent shortages in a sustainable way</li>
</ul>
<h3>&nbsp;</h3>
<h3><strong>Fill in the form to access your copy&nbsp;</strong></h3>

Talent Scarcity Report 2022/23: State of the UK Aerospace & Defence Labour Market

<h3>The coronavirus pandemic has been the architect of many changes for businesses and has increased the rate at which they happen.</h3>
<p>&nbsp;</p>
<p>None more so than the speed at which the fourth industrial revolution is taking place, making it the ideal time to show your employees you care.</p>
<p>We&rsquo;re pleased to bring you this special report by Business Reporter, Automatic for the people, distributed with The Economist.</p>
<h3>&nbsp;</h3>
<h3><strong>Access your copy of the report by filling in the form</strong></h3>
<p>&nbsp;</p>
<p>This edition of Business Reporter&rsquo;s Future of Work series features Guidant Global COO Brian Salkowski, along with contributors from the world of HR, tech and talent management. It explores how establishing trust and embracing a contingent workforce, while planning for change, can help businesses to navigate one of the most challenging periods they&rsquo;ve ever faced.</p>
<p><strong>Key features include:</strong></p>
<ul>
<li>Navigating digital transformation and the fourth industrial revolution.</li>
<li>Embracing the golden age of contingent workforces.</li>
<li>How business leaders should lead from the front when it comes to mental health.</li>
<li>The race for office space.</li>
<li>How to pay attention to your biggest untapped resource, your staff.</li>
<li>Why hybrid working is so much more than a choice between the office and home.</li>
</ul>

Business Reporter: Automatic for the people

<h2>Businesses across the world are facing three enormous talent management challenges: a huge talent supply-demand mismatch, high attrition rates caused by &lsquo;the great resignation&rsquo;, and (unsurprisingly) wage inflation.</h2>
<p>&nbsp;</p>
<p>Against this backdrop, more organisations than ever are turning to contingent talent in order to keep competing, disrupting, and innovating in their markets.</p>
<p>This report, by leading global research firm Everest Group, explains how businesses can grasp this once-in-a-lifetime shift and get true value from their contingent workforces.</p>
<p><strong>Get your copy to learn about:</strong></p>
<ul>
<li>Delivering a superior experience for candidates, workers, hiring managers and other workforce stakeholders</li>
<li>New ways of organising and paying for work, including direct sourcing and statement of work services procurement.</li>
<li>The role of advanced analytics and AI in making decisions about the workforce, suppliers, and spend</li>
<li>The shift to a services-enabled technology model, and the role of the vendor management system</li>
<li>The importance of managed service providers and staffing suppliers in shaping and delivering diversity, equity and inclusion initiatives.</li>
</ul>
<h3><strong>Complete the form to get your copy</strong></h3>

Everest Group: The next era in talent management: Leveraging a once-in-a-lifetime strategic shift

<h2>As the modern workforce shifts and evolves, so does the way we manage current and future talent.</h2>
<p>&nbsp;</p>
<p>Work has been completely reinvented in the last 4-5 years and it&rsquo;s all because of the pace of digital and technological change.&nbsp;</p>
<p>Guidant Global is pleased to bring you the Future of Talent Management special report, published in The Times.</p>
<p>This exclusive report, featuring Guidant Global CEO Simon Blockley, along with expert contributors from the world of HR, tech and talent management, explores how today&rsquo;s organisations are evolving their approach to talent management, bringing to the surface the real potential of people, so the workforce can be the difference.&nbsp;</p>
<p><strong>Key themes and features include:&nbsp;</strong></p>
<ul>
<li>Driving inclusion, purpose, fulfilment and autonomy in the workforce</li>
<li>Whether AI and algorithms hold the secret to hiring the perfect candidate</li>
<li>The qualities needed by business leaders as millennials rise up the ladder</li>
<li>HR tech and agility in talent acquisition</li>
<li>How traditional views of &ldquo;performance&rdquo; are impacting employee mental health</li>
<li>The inadequacies of &ldquo;cultural fit&rdquo; (with particular reference to black tech workers in Silicon Valley)</li>
<li>Infographic on the reasons why businesses must prioritise employee engagement in order to thrive</li>
</ul>

Raconteur Future of talent management

<h2>What must businesses consider to accommodate and attract talent in the modern work environment?</h2>
<p>&nbsp;<br>This top-level report highlights that organisations need to prioritise the adoption of technology and data-driven policies and operations. While hiring teams have greater reach than ever before to fill skills gaps and vacancies, it points out there&rsquo;s still room for development.<br><strong>&nbsp;</strong><br><strong>Key features of the report include:</strong></p>
<ul>
<li>Talent war: can the UK beat skills shortages?</li>
<li>Geography lessons: how to attract and manage remote workers</li>
<li>Why business needs to get serious about disability inclusion</li>
<li>Has hybrid working triggered a loneliness epidemic?</li>
</ul>
<h3>&nbsp;</h3>
<h3><strong>Complete the form to get your free copy</strong></h3>
<p><strong>Featuring Guidant Global&rsquo;s COO </strong></p>
<p>Also included is the article &lsquo;Ride the recession with an agile strategy&rsquo; from Brian Salkowski Guidant&rsquo;s COO. When there&rsquo;s economic uncertainty, there&rsquo;s a need for heightened agility and a contingent workforce is part of the solution.</p>

The Global Talent Economy 2022 Special Report in Association with The Times

<p>Ongoing skills shortages, along with a desire to build more diverse workforces, are arguably the two of the biggest challenges facing in-house talent acquisition teams today.</p>
<p>According to the Future Workplace 2021 <a href="https://futureworkplace.com/ebooks/2021-hr-sentiment-survey/">HR Sentiment Survey</a>, more than half of leaders say talent acquisition is a top strategic priority this year, while 67% cite diversity, equality and inclusion (DE&amp;I) as a main concern. Meanwhile, Mercer&rsquo;s latest <a href="https://www.mercer.com/our-thinking/career/global-talent-hr-trends.html">Global Talent Trends</a> report paints a similar picture, with DE&amp;I analytics and &lsquo;defining future workforce needs&rsquo; highlighted as top priorities.</p>
<p>However, while these distinct issues are often tackled separately, taking a joined-up approach could hold the key to success in both areas.</p>
<h3>Acute skills shortages</h3>
<p>It is no secret that employers across the UK are grappling with unprecedented talent shortages. Official <a href="https://news.sky.com/story/job-vacancies-top-1-million-as-economy-rebounds-from-crisis-12383497">figures</a> released in August 2021 show that unfilled job vacancies have now topped one million for the first time ever. In July alone, the number of permanent vacancies advertised by recruitment agencies rose by 43%, while contract roles increased by 53%, compared with the previous year, according to <a href="https://www.ft.com/content/532cdbc2-b86f-4944-9fac-ec8d99654446">data</a>&nbsp;released by the Association of Professional Staffing Companies.</p>
<p>Beyond these headline numbers, skills gaps are having a tangible impact on both our everyday lives and the wider UK economy. Small businesses are limiting operations because of staff shortages, hospitality venues are restricting opening hours, and a shortfall of HGV drivers is leaving gaps on supermarket shelves.</p>
<p>The reasons behind this evident lack of candidates are, unsurprisingly, complex. Insufficient talent pipelines, an exodus of EU workers post-Brexit, and the fact that many professionals retrained or switched sectors to find work during the pandemic have all helped to contribute to the current situation.</p>
<p>But many businesses are also struggling to source staff because they are fishing for talent in the same small pond as their competitors. There simply aren&rsquo;t enough people to go around. In order to do things in a better way, organisations must explore the potential of untapped <a href="~/link.aspx?_id=0A64FC831B814E948B940D1F1AAED1E6&amp;_z=z">talent pools</a>.</p>
<h3>Untapped talent pools</h3>
<p>While businesses across the UK scramble for talent in skills-scarce silos, there are entire groups of people who, for one reason or another, completely rule out certain career paths or find it difficult to access employment altogether. Archaic recruitment processes, outdated job specs, and even the channels used to communicate opportunities can all act as a barrier to applicants.</p>
<p>Specific sectors can unintentionally deter jobseekers depending on their gender, ethnicity, or sexual orientation. Meanwhile, disabled talent, former military personnel, ex-offenders, individuals returning to work after a career break, older professionals, and care leavers are just some of the groups who statistically find it more challenging to secure a role. What&rsquo;s more, the individuals most likely to be inadvertently sidelined by legacy hiring practices are also most likely to be able to bring new and valuable skills and perspectives to teams.</p>
<h3>Engaging a diverse workforce</h3>
<p>Actively seeking out individuals from these underrepresented groups will not only have a positive impact on the volume of jobseekers available, but also on the breadth, depth, and quality of your talent pools.</p>
<p>There is a wealth of evidence that supports the fact that companies with diverse workforces outperform the competition. Make no mistake, even in times when talent is plentiful, <a href="~/link.aspx?_id=1FAEA3D2C35148F7B4871AC1CACC454D&amp;_z=z">DE&amp;I initiatives</a>&nbsp;aren&rsquo;t just &lsquo;nice to have&rsquo; &ndash; they have a positive and measurable impact on a business&rsquo;s bottom line.</p>
<p>Diversity breeds innovation. People with a wide range of backgrounds, skills, and experiences will all approach challenges in dynamic ways, see different opportunities, and bring unique insights. Plus, only companies with a diverse range of talent can honestly claim to be truly representative of the customers and communities they serve.</p>
<p>However, in order to tap into new or underutilised talent pools, engage with a wide range of jobseekers, and take advantage of the benefits that diverse workforces bring, talent acquisition teams and hiring managers must identify why they are not reaching these people already. Unnecessary role requirements, your ability to upskill and retrain applicants, use of language or imagery, and job ad placement all need to be reviewed and reconsidered. Get it right, and your reward will be access to a whole new world of quality candidates.</p>
<p>An experienced <a href="~/link.aspx?_id=7BBDEF02CA3042E8BA27F0A1892A63DE&amp;_z=z">MSP</a>&nbsp;or <a href="~/link.aspx?_id=3247651558BE4168A49D96245C7137E2&amp;_z=z">RPO</a>&nbsp;provider is perfectly placed to support businesses in exploring and engaging with the whole array of talent available as they reach beyond their conventional &lsquo;go to&rsquo; candidate personas - particularly when hiring in volume.</p>
<h3>Lessons from The Very Group</h3>
<p>The Very Group is the parent company of big-name brands Littlewoods and Very. During their peak recruiting period, which runs from late August to the end of November each year, the business requires additional workers to cope with the demands of Black Friday, Christmas, and the January sales.</p>
<p>In 2017, when the company was known as Shop Direct, Guidant was responsible for its &lsquo;All we need is you!&rsquo; <a href="~/link.aspx?_id=D655A4AEE6FF4166AD5DE5028D3146FB&amp;_z=z">recruitment campaign</a>, which was centred on candidate personas. We researched our previous peak workforce to establish four key target audiences. Three of these reflected existing worker trends: Daytime Dave, Nightshift Nick, and Weekend Wasim. The fourth persona, Female Farah, was designed to target a potential gap in applicant demographics and increase the number of female workers through challenging stereotype perceptions of a warehouse environment &ndash; and, in turn, increase diversity.</p>
<p>Both the design and messaging of job adverts were tailored to each persona rather than taking a one-size-fits-all approach. Communications included persona-focussed imagery and targeted social media posts. As a result, we filled 1,500 roles &ndash; at a total cost of just &pound;10 per head. What&rsquo;s more, 69% of all temporary female hires at Shop Direct in 2017 were placed in the three months our campaign was live. The project <a href="https://recruiterawards.co.uk/most-effective-recruitment-marketing-campaign-2018/">went on to win</a> the 'Most Effective Recruitment Marketing Campaign' category at the 2018 Recruiter Awards.</p>
<h3>Seize the opportunity to build a diverse workforce</h3>
<p>By doing things in a better way, we are able to reach previously overlooked segments of the workforce. Today, we work closely with our clients to make the best use of Apprenticeship Levy funds to create programmes that give individuals from all walks of life equal opportunities. At the other end of the spectrum, we partner with the Fuller Working Lives team to support longer careers.</p>
<p>We are the only recruitment provider that has achieved a Level 3 Disability Confident Leader status and are founding members of the Recruitment Industry Disability Initiative (RIDI). We have also pledged to ban the box on asking for criminal convictions in the early stages of the application process, so that everyone has an equal opportunity to find work.</p>
<p>We know that while the skills shortages employers are facing are less than ideal, they provide a perfect opportunity to build a more diverse workforce. By joining the dots, and seeking help from the experts, talent acquisition professionals can take a fresh look at recruitment practices and build better processes to boost not only applications, but also inclusion.</p>
<h3>Need a workforce diversity and inclusion partner?</h3>
<p>Thanks to our award-winning inclusive recruitment practices and network of diversity-specialist recruiters, our customers are building workforces and workplaces where everyone can thrive.&nbsp;<a href="~/link.aspx?_id=1FAEA3D2C35148F7B4871AC1CACC454D&amp;_z=z">Access our D&amp;I guide here</a>, and&nbsp;<a href="~/link.aspx?_id=4B869BD5E834489390D7CFB82F3F3DD6&amp;_z=z">get in touch</a>&nbsp;to learn how we can support you.</p>
<div>&nbsp;</div>

Skills shortages: the perfect opportunity to build a more diverse workforce

<p>A comprehensive overview of the state of the UK talent market and what employers can do about it.&nbsp;</p>
<p>As the UK grapples with a supply chain crisis affecting everything from fuel to fruit, and from microchips to milkshakes, the underlying cause is quite clear: an acute shortage of labour in sectors as diverse as retail, hospitality, and logistics.&nbsp;</p>
<p>In September 2021, the number of unfilled job vacancies passed the one million mark for the first time since records began. The demand for labour is far outstripping the supply of it, and the result is empty supermarket shelves and petrol pumps.&nbsp;</p>
<p>So what exactly is happening, and what can employers do about it?&nbsp;</p>
<p>In this report, Talent shortages: state of the UK labour market (September 2021), we examine the impact of talent scarcity on six key sectors in the UK - and offer tips for finding the right people when the competition for talent is so tough.&nbsp;</p>
<p><a href="https://guidantglobal.pagetiger.com/Talent-shortages-state-of-UK-labour-market-2021">Access your copy&nbsp;</a></p>
<p>Key features include:&nbsp;</p>
<ul>
<li>A comprehensive overview of the state of the UK market for talent</li>
<li>Deep dives into aerospace, defence, hospitality, retail, logistics, and social care</li>
<li>Expert tips on managing talent shortages in a sustainable, long-term way&nbsp;</li>
</ul>
<p><a href="https://guidantglobal.pagetiger.com/Talent-shortages-state-of-UK-labour-market-2021">Click here to access your copy&nbsp;</a></p>
<p>&nbsp;</p>

Talent shortages : state of the UK labour market 2021 

<p>The acute talent shortages that businesses across the world are facing have been well documented in recent months. A <a href="https://www.theguardian.com/business/2021/aug/03/call-for-action-as-uk-driver-shortage-hits-supermarket-shelves" target="_blank" rel="noopener noreferrer">shortfall</a> of HGV drivers in the UK, for example - which is currently creating noticeable gaps on supermarket shelves - has been covered extensively by the UK media. For those on the frontline of recruitment and procurement, however, candidates required to fill a whole myriad of other permanent and contract roles are proving equally elusive, with hospitality professionals, logistics experts and digital skills all difficult to source.</p>
<p>This talent-scarce market is the result of a number of external forces: a boom in demand due to lockdown easing; in the UK, an exodus of European workers post-Brexit; and the fact that professionals retrained or switched sectors when employment opportunities were thin on the ground at the height of Covid-19 disruption.</p>
<p>As a result, many employers are finding their talent pools dry - especially in the US where Amazon has been on an unprecedented recruitment drive, offering wages and signing bonuses that other firms simply can&rsquo;t match (at time of writing, Amazon&rsquo;s jobs page has more than 57,000 vacancies listed worldwide).</p>
<p>Against this backdrop, how can employers stand out from the crowd when everybody is trying to attract the same scarce talent?</p>
<h3>Talent shortages: no quick fix</h3>
<p>It seems that some businesses believe offering &lsquo;golden hellos&rsquo; is a quick way to overcome talent shortages. It has been widely reported that Asda and Tesco are currently <a href="https://www.mirror.co.uk/money/jobs-offering-staff-thousands-pounds-24634104" target="_blank" rel="noopener noreferrer">offering</a> a &pound;1,000 signing-on fee for HGV drivers amid a shortage in qualified workers. Arla, meanwhile, is offering a &pound;2,000 bonus. And it seems this practice is becoming increasingly widespread: in August 2021, a <a href="https://www.theguardian.com/uk-news/2021/aug/01/employers-offer-golden-hellos-of-up-to-10k-amid-worker-shortage" target="_blank" rel="noopener noreferrer">survey</a> by job search engine Adzuna found that almost 5,000 vacancies across the UK were offering signing-on bonuses of up to &pound;10,000 for in-demand roles such as care workers, chefs and nursery staff.</p>
<p>But attraction bonuses are not the solution to plugging skills gaps.</p>
<p>Hiring managers are clearly turning to these measures out of pure desperation. However, for businesses seeking talent, this is not a sustainable resolution for the long term. Aside from the additional costs incurred at the point of hire, stunts like this are unlikely to attract talent that is the right fit for your business. At the most basic level, individuals attracted by a one-off cash incentive will likely leave for another employer offering a similar perk as soon as they are contractually able to. More importantly, candidates sourced in this way are unlikely to have considered if the company they are joining meets their needs as an employee, shares their values, or if it is a place where they can grow and thrive professionally.</p>
<p>In order to secure scarce skills, decision makers would be wise to direct time and resources into building a robust long-term talent attraction strategy instead.</p>
<h3>Building a strong EVP: the power of employer brand</h3>
<p>Rather than simply throwing money at the problem, businesses must position themselves as an employer of choice &ndash; and building and communicating a strong <a href="~/link.aspx?_id=59889A6BC6144BB595DB838931E9F2AE&amp;_z=z">employer value proposition</a>&nbsp;(EVP) is key.</p>
<p>A strong employer brand should connect an organisation&rsquo;s values, people strategy and policies, and be linked to the company&rsquo;s corporate brand. A key part of an organisation&rsquo;s culture and values are the ethical standards that the employer upholds through the practice of its employees. <a href="~/link.aspx?_id=6F970ED9CF4445C5AE1CDF8DE359B5E4&amp;_z=z">Employer brand</a>&nbsp;is, therefore, influenced by the ethical perspective that prospective and current employees take, as well as through business actions.</p>
<p>Even during times when talent is plentiful, the benefits of investing in your EVP are hard to ignore. According to research by <a href="http://https//www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition" target="_blank" rel="noopener noreferrer">Gartner</a>, organisations that effectively deliver on their EVP can reduce the compensation premium by 50%, and reach 50% deeper into the labour market when candidates view their EVP as attractive. What&rsquo;s more, 50% of candidates <a href="https://everyonesocial.com/blog/employer-branding-statistics/" target="_blank" rel="noopener noreferrer">say</a> they wouldn&rsquo;t work for a company with a bad reputation &ndash; even for a pay increase.</p>
<p>With this in mind, a focus on EVP, harnessed alongside complementary recruitment strategies &ndash; such as offering a first-class <a href="~/link.aspx?_id=E13B7CA86EF04CBB9EC6DA043D02F667&amp;_z=z">candidate experience</a>&nbsp;and tapping into underutilised talent pools &ndash; is vital to persuading people to join you over the competition.</p>
<h3>Actioning your long-term talent attraction plan</h3>
<p>When it comes to defining and communicating a strong and authentic EVP, understanding the experiences of existing employees is crucial. For HR professionals and hiring managers taking the first steps on their EVP journey, gauging sentiment across the organisation will paint a realistic picture of:</p>
<ul>
<li>where you are now</li>
<li>where there is room for improvement, and</li>
<li>where there are great stories to be shared.</li>
</ul>
<p>Only then can strategists begin to build a solid employer brand, and reap the associated benefits. Drafting a statement which encapsulates your EVP will provide a consistent platform for all employer brand communications, but this alone is not enough. Real value comes from sharing authentic stories of your people, which are accessible to audiences both inside of the recruitment process and beyond. Celebrate your corporate culture across every potential touchpoint by giving a voice to those within your team.</p>
<p>Remuneration will always be part of what draws people to your organisation, but there are other forces at play - especially in the current climate. Factors that jobseekers increasingly value include:</p>
<ul>
<li>purpose</li>
<li>autonomy</li>
<li>progression, and</li>
<li>innovation.</li>
</ul>
<p>So, share case studies of individuals who are relishing these aspects of working with you on your website, across your social channels and on third-party platforms. In a post-pandemic world, when people have had time and space to reflect on what is important to them, incentives such as wellness programmes and the option to work flexibly are becoming increasingly important for many individuals - so this may be an area to focus attention to begin with.</p>
<p>At a time when, <a href="https://www.recruitment-international.co.uk/blog/2021/07/drastic-shortfall-in-candidates-spreading-across-sectors" target="_blank" rel="noopener noreferrer">according</a> to Broadbean Technology, the number of people applying for jobs has fallen for three consecutive months, it is clear that hiring managers must up their game when it comes to talent strategy if they are to have any hope of plugging skills gaps for the long-term.</p>
<p>As recruiting becomes increasingly challenging amid ongoing talent shortages, it may be tempting to seek quick-fix solutions. However, here at Guidant, we like to do things in a better way and know that promoting a genuine and compelling EVP is the only way to differentiate your employer brand in today&rsquo;s tough, candidate-scarce market.</p>

Talent scarcity: here’s what a long-term candidate attraction strategy looks like

<p>With limited resources available, employers must start to look beyond their usual talent pools to source the people they need. In fact, part of the talent challenge facing many UK employers right now is that the competition for top skills extends beyond their own sectors. Demand for digital skills and tech talent, for example, extends to almost every industry &ndash; whether that&rsquo;s aerospace, defence, logistics or retail.</p>
<p>Broadening horizons isn&rsquo;t just limited to sectors, though. Geography and skill sets should also be re-evaluated and reshaped. With remote working now the norm for so many, widening the geographical search for talent could yield great results where remote or hybrid working is an option.<br><br>And given that there is such a dearth of critical skills, it is now more important than ever to be more flexible around what is an absolute must, and what can perhaps be developed.<br><br>Here are just a few ways employers can take a more flexible approach to hiring right now.</p>
<h3>Broadening role requirements</h3>
<p>Where individuals meet only some of the requirements of a role, considering how they can be developed to fill the rest of the needs rather than instantly removing them from the equation will be beneficial.<br><br>The benefits of taking this approach could be increased hiring options as well as greater retention rates, as individuals feel greater loyalty to your firm for supporting their career progression. The same can be said for internal mobility. Where there are skills that are in short supply, reviewing where these attributes can be developed within the business will aid longer-term resilience to talent scarcity.<br><br>While this may create resourcing needs elsewhere in the organisation, it will help funnel emerging talent into the company and <a href="~/link.aspx?_id=F07F304D94E64B1D934DD6B4552061DC&amp;_z=z">retain them on a longer-term basis</a>.</p>
<h3>Opening up to previously underutilised talent</h3>
<p>Actively seeking out individuals from previously overlooked segments of the workforce will increase the volume of jobseekers available to you, as well as the breadth, depth, and quality of your talent pools.<br><br>There is a wealth of evidence to support the fact that companies with diverse workforces outperform the competition. Make no mistake, even in times when talent is plentiful, <a href="~/link.aspx?_id=6309BF74CDFC45FC8AA816614E576E0C&amp;_z=z">diverse, equal and inclusive recruitment</a>&nbsp;practices have been shown to have a positive and measurable impact on a business&rsquo;s bottom line.<br><br>However, in order to tap into historically underutilised <a href="~/link.aspx?_id=0A64FC831B814E948B940D1F1AAED1E6&amp;_z=z">talent pools</a>, engage with a wide range of jobseekers, and take advantage of the benefits that diverse workforces bring, hiring managers must identify why they are not reaching these people already.<br><br>Unnecessary role requirements, your ability to upskill and retrain applicants, accessibility, use of language and imagery, and job ad placement all need to be reviewed and reconsidered. Get it right, and your reward will be access to a whole new world of quality candidates.</p>
<h3>Engaging the entire workforce, including the external</h3>
<p>In addition to permanent employees, organisations must also direct resources towards engaging with temps, contractors, <a href="~/link.aspx?_id=D609E35615E84C6B807D64164812C85C&amp;_z=z">statement of work</a>&nbsp;services providers, and freelancers - particularly in today&rsquo;s talent-scarce market. At a time when demand continues to flex - and sought-after skills may be hard to secure on a permanent basis - exploring the potential of these groups is crucial. In many businesses, contingent workers play a crucial role in filling skills gaps, and are rehired and redeployed time and again for future assignments.<br><br>Keeping this pool of talented contingent workers loyal to your <a href="~/link.aspx?_id=6F970ED9CF4445C5AE1CDF8DE359B5E4&amp;_z=z">employer brand</a>&nbsp;ensures these individuals stick around for as long as they are required - and perform to the best of their ability while they are in situ. Through efficient onboarding, team inclusion and effective post-project communication, businesses can ensure their contingent workers are engaged, productive and open to returning at short notice in the future.<br><br>Of course, when utilising non-permanent resources, employers must ensure that off-payroll determinations are correct and may need to rethink their approaches to IR35. Those businesses that have been reticent to consider independent professionals in the past because of potential legislative challenges should seek expert guidance to ensure they can compliantly tap into this talent pool.</p>
<h3>The power of partnerships: getting specialist staffing help</h3>
<p>The situation that employers face today is unprecedented: talent shortages exist on a grand scale, across almost all sectors. Unfortunately, there is no silver bullet solution to these challenges; no &lsquo;one size fits all&rsquo; approach.<br><br>However, an experienced <a href="~/link.aspx?_id=7BBDEF02CA3042E8BA27F0A1892A63DE&amp;_z=z">MSP</a>&nbsp;or <a href="~/link.aspx?_id=3247651558BE4168A49D96245C7137E2&amp;_z=z">RPO</a>&nbsp;provider is perfectly placed to support businesses to explore and engage with the whole array of available talent, as they seek skills in talent-short markets and reach beyond their conventional, &lsquo;go to&rsquo; candidate personas.<br><br>The ongoing fear of getting an individual&rsquo;s off-payroll classification wrong, for example, is still preventing some employers from engaging legitimate contractors - and this is a fear that can be easily overcome with the help of an expert staffing partner that has experience and specialists in <a href="~/link.aspx?_id=27582C4220D84EF0B0FE06B15C1C928C&amp;_z=z">contingent workforce compliance</a>.<br><br>The bottom line is that talent scarcity issues are not going away anytime soon, so it&rsquo;s important that employers take every possible step to broaden their skills attraction strategies if they are to navigate the next few months. Partnering with an expert who can help you engage with talent effectively and take advantage of the entire spectrum of talent at your disposal, is the smart way through the current challenge.<br><br><a href="~/link.aspx?_id=595FC1D2A5F2410E857ED3C8F4C999E3&amp;_z=z">Download our UK talent scarcity report</a>&nbsp;for a deeper dive into the skills challenges the UK is facing right now. And <a href="~/link.aspx?_id=4B869BD5E834489390D7CFB82F3F3DD6&amp;_z=z">contact us</a>&nbsp;to see how we can help your organisation face its resourcing challenges head on.</p>

Coping with talent scarcity: what UK employers need to know

<p>A comprehensive overview of the shortage of talent in key sectors of the US economy, and what employers can do about it.&nbsp;</p>
<p>All over the world, organizations are struggling to fill vacancies for a whole host of roles, from systems architects and administrators to janitors and pilots. In the US, the tightening labor market is affecting both blue and while-collar roles indiscriminately.&nbsp;<br>&nbsp;<br>The recent Business Conditions Survey by the National Association of Business Economics found that 47% of respondents reported a shortage of skilled workers in the third quarter of this year: that's up from 32% in the second quarter of 2021.&nbsp;<br>&nbsp;<br><a href="https://guidantglobal.pagetiger.com/Talent-shortages-state-of-US-labor-market-2021">So what exactly is happening, and what can employers do about it?&nbsp;</a><br>&nbsp;<br>In this report, Talent shortages: state of the US labor market (November 2021), we examine the impact of talent scarcity on key sectors of the US economy - and offer tips for finding the right people when the competition for talent is so tough.&nbsp;<br>&nbsp;</p>

Talent shortages: state of the US labor market 2021 

<h2>Covid-19 has drastically changed the way work gets done.</h2>
<p>&nbsp;</p>
<p>And after more than a year of remote working, one serious challenge remains: from behind a screen, how do we show our employees that we care?</p>
<p>To answer this question, we bring you a special report entitled The great screen test &ndash; published by Business Reporter and distributed with The Economist.</p>
<h3>&nbsp;</h3>
<h3><strong>Fill in the form to access your copy</strong></h3>
<p>&nbsp;</p>
<p>This edition of Business Reporter&rsquo;s Future of Work series features Guidant Global COO Brian Salkowski, along with contributors from the world of HR, tech and talent management.</p>
<p>It explores the changing future of contingent work, where a focus on trust and employee wellbeing will be crucial to harnessing the best results.</p>
<p><strong>Key features include:</strong></p>
<ul>
<li>In the hybrid future, work is where you make it</li>
<li>The changing future of contingent work</li>
<li>Why healthier headspaces are better for business</li>
<li>How to make the most out of conferencing software</li>
<li>Why a lack of people strategy will be the biggest post-pandemic threat</li>
<li>How to build a culture of excellence</li>
</ul>
<h3><strong>Fill in the form to access the report</strong></h3>

Business Reporter: The great screen test

<h2>A detailed report for tech stacks where we believe innovation, growth, and investment will be at its highest.</h2>
<p>&nbsp;</p>
<p>During this pandemic, organisations, including ours, had to quickly decide if our tech stack was optimised and capable of supporting remote work globally. Technology is, now more than ever before, the facilitator that allows us to respond now, and in the future, with speed and accuracy.</p>
<p>Direct from our tech experts, this report will provide insight on the tech trends every HR and Procurement leader should be aware of! If you are responsible for your organisation's workforce management, make sure you are up to speed with these 6 key talent tech trends for 2021 and beyond.</p>
<h3>&nbsp;</h3>
<h3><strong>Access your copy of the report by filling in the form opposite</strong></h3>
<p>&nbsp;</p>
<p>Have you been looking for ways to remove bias from the hiring process and more accurately test an individual&rsquo;s strengths for developing new skills?</p>
<p>Do you need to seamlessly vet technical skills and validate candidate credentials in a remote world?</p>
<p>Can your organisation benefit from emerging talent strategies that connect you with top talent in a fast, flexible and cost effective way?</p>
<p>This report will provide guidance on the technology providers who are able to deliver, along with other trends to look out for in 2021 and beyond.&nbsp;</p>
<p><strong>What's covered in this report</strong></p>
<ul>
<li>Testing and assessment tools for the future of work</li>
<li>Direct sourcing and freelance marketplace technologies</li>
<li>The changing ownership of data and its impact on new tech</li>
<li>Realising the true power of data and analytics</li>
</ul>
<h3><strong>Access your copy of the report by filling in the form opposite</strong></h3>

6 Talent Tech Trends For 2021 & Beyond

<h3>Generation Z are often stereotyped as oversensitive and addicted to their phones.</h3>
<p>&nbsp;</p>
<p>But like any new generation, they&rsquo;re both misunderstood and underestimated by previous ones - and they&rsquo;re forecast to make up a quarter of the workforce by 2025.</p>
<p>This issue of Business Reporter&rsquo;s Future of Work series, distributed with The Independent and entitled The Z factor, looks at how businesses need to adapt to harness Gen Z&rsquo;s energy and passion.</p>
<h2>&nbsp;</h2>
<h2><strong>Complete the form to get your copy</strong></h2>
<p>&nbsp;</p>
<p>Featuring the latest advice from Guidant Global COO Brian Salkowski on finding (and keeping) the right people when talent is scarce, this issue is packed with insight into work habits, the nature of the workplace, talent acquisition, the role of tech - and much more.</p>
<p><strong>Key features include:</strong></p>
<ul>
<li>City limits: how post-Covid work is escaping the metropolis</li>
<li>Why micro-delays are hampering your business's productivity</li>
<li>How businesses can harness the power of the next generation</li>
<li>Why changing workplace culture demands better technology</li>
<li>Staying afloat in the face of a labour shortage nightmare</li>
</ul>
<h3><strong>Complete the form to get your copy</strong></h3>

Business Reporter: The Z factor

<p class="lead">Artificial intelligence (AI) is driving huge change in almost every industry. But how can AI technology assist HR and talent acquisition teams to find the right candidates in an increasingly competitive talent market?</p>
<p>Technology has been changing the way we attract, engage and retain top talent for some time. The digital transformation of HR is, without doubt, well underway.&nbsp;<br><br>Workforce technologies &mdash; such as applicant tracking systems (ATS) and vendor management systems (VMS) &mdash; are already used in some forward-thinking organisations, either through a business&rsquo; own technologies or through the tech implemented by their <a href="https://www.guidantglobal.com/what-is-outsourcing/what-is-msp" target="_blank" rel="noopener noreferrer">MSP </a>or <a href="https://www.guidantglobal.com/what-is-outsourcing/what-is-msp" target="_blank" rel="noopener noreferrer">RPO </a>provider.&nbsp;<br><br>AI brings yet another monumental shift in workforce management. From pre-screening resumes to removing bias from job adverts, predicting future hiring needs to enhancing employee engagement, artificial intelligence is poised to be truly transformational.<br><br>Of course, there are some that see artificial intelligence as yet another highly-publicised technology that won&rsquo;t see the light of day in the workforce solutions industry. But the truth of the matter is AI is already with us.</p>
<p><iframe src="https://www.youtube.com/embed/F7h_C89E0cQ" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; encrypted-media; gyroscope; picture-in-picture"></iframe></p>
<h3><br>Addressing some of the ethical concerns of AI</h3>
<p>As with any new technology, there are some ethical concerns. In recent years, recruitment AI and machine-learning technologies have sometimes favoured male candidates over female candidates when supplied with bad data &mdash; the most high-profile case being at <a href="https://www.reuters.com/article/us-amazon-com-jobs-automation-insight/amazon-scraps-secret-ai-recruiting-tool-that-showed-bias-against-women-idUSKCN1MK08G" target="_blank" rel="noopener noreferrer">Amazon</a>. But if these technologies are well-utilised and fed with validated data, such biases can be eliminated.<br><br>Meanwhile, some techno-futurists predict AI will replace human HR altogether. But the reality is destined to be very different. Rather than replace people, artificial intelligence will optimise processes &mdash;&nbsp; enabling HR professionals to create more strategic <a href="https://www.guidantglobal.com/resources/workforce-management/beginners-guide-to-workforce-planning" target="_blank" rel="noopener noreferrer">workforce plans</a>, expand their skillsets and increase their influence within their businesses.&nbsp;<br><br>Instead of full-scale automation, the future of HR seems to be one of augmentation, with people increasingly at the heart of big, impactful decision-making.<br><br>Such a future certainly looks bright for human resources professionals, but where exactly will we see AI making the biggest impact?</p>
<h3>Machine-learning technology will optimise job adverts (and help you find the best talent)</h3>
<div>Writing effective job adverts is time-consuming, as is distributing them across multiple channels. AI technology has the potential to optimise both elements.&nbsp;</div>
<p>Programmatic advertising&rsquo;s machine-learning technology is an excellent example of automating job ad placement. It automatically buys, places and optimises job ads across multiple platforms &mdash; from Facebook ads to job board posts &mdash; to improve the quality of hire.<br><br>Likewise, <a href="https://textio.com/" target="_blank" rel="noopener noreferrer">Textio</a>, an innovative augmented writing platform, optimises the language and removes bias from job adverts, ensuring maximum traction among people from all backgrounds. For HR, recruiters and hiring managers, both of these HR technologies have the potential to remove a great deal of wasted time and effort from the hiring process.</p>
<h3>AI-powered VMS technology helps predict future hiring needs</h3>
<div>Managing a complex contingent workforce can be exceptionally difficult for HR managers. Many choose to partner with managed service providers like <a href="https://www.guidantglobal.com/about/contact-us" target="_blank" rel="noopener noreferrer">Guidant Global</a> to help manage and optimise their temporary and contractor talent.&nbsp;<br><br>A large part of MSP implementation is the introduction of technology, such as a vendor management system (VMS). VMS technologies assist in talent acquisition, services and contingent workforce management processes.<br><br>Both&nbsp;<a href="https://www.fieldglass.com/" target="_blank" rel="noopener noreferrer">SAP Fieldglass</a> and <a href="https://www.beeline.com/" target="_blank" rel="noopener noreferrer">Beeline </a>(utilised by Guidant Global in our MSP programs) harness the power of AI to turn complex, big data into actionable insights to enable better, more strategic workforce management decisions.<br><br>Like MSP solutions, AI-backed VMS technologies are only really efficient with a high-volume contingent talent need. Naturally, larger quantities of data produce better actionable insights. Without such data, the impact of employing a VMS within an MSP program is negligible.<br><br>For large organisations, the insights generated by VMS technologies can, however, help businesses predict future talent needs. In an age of digital transformation, skills shortages and agility by necessity, utilising artificial intelligence can be the difference between attracting the right talent at the right time and trailing behind the competition.
<div>&nbsp;</div>
</div>
<h3>The takeaway: AI will drive huge growth in the future job market</h3>
<div>One aspect that often gets lost in discussions around the impact of AI and machine-learning on workforce management is the number of technical jobs that will be created. As more organisations utilise AI and machine learning technologies, the need for talent that can build, manage and oversee this tech will require millions of specialists.</div>
<p>By 2022, the <a href="http://www3.weforum.org/docs/WEF_Future_of_Jobs_2018.pdf" target="_blank" rel="noopener noreferrer">World Economic Forum</a> predicts that AI will globally create 133 million new roles. With skills shortages already at acute levels in many industries, these roles will inevitably be difficult to fill. But with the AI-powered workforce management technologies in place, you can predict when they&rsquo;ll be needed in your organisation and ensure you find the best talent on the market.</p>
<p>&nbsp;</p>

How AI and machine learning can optimise your workforce

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<h2>@Pace</h2><p>Rethink your non-employee workforce management.</p>

<h2>Delivering #ABetterway</h2><p>Our prime objective is to change the quick-fix, profit-first, impersonal approach that prevails in our industry. Put simply, we deliver #ABetterWay. In the new world of work, we need new solutions, motivational work practices, and leading technology. We anticipate what’s needed to help our clients achieve not just their program KPI’s but ultimately build better businesses.&nbsp;</p>

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<h1>Making an ESG impact</h1><p>As part of Impellam a key area of our focus is our global ESG impact. Below are just a few of the initiatives we are delivering at Impellam to play our part in cultivating a better world.&nbsp;</p>

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<h2>We’ve been recognized for our CWM, ED&amp;I &amp; direct sourcing capabilities</h2>

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<h2>Unique in the market</h2><p>Our approach is not reliant on technology alone. It’s a holistic, integrated solution that includes talent marketing and talent delivery expertise - underpinned by the latest technology. We work in partnership with you to develop a bespoke direct sourcing strategy and build talent communities.</p>

<h2>We’ve been recognized for our CWM, MSP &amp; SAP capabilities</h2>

<h3>Rethink your non-employee workforce management</h3>

<h2>Unlock your non-employee workforce’s full potential through a unique collaboration of recruitment industry leaders.</h2><p>Introducing <strong>@Pace</strong> from Guidant Global and SAP Fieldglass.</p>

<h1>Recognized as leaders</h1><p>Awards, accreditations and outstanding analyst rankings - we’ve been recognized by many of the leading institutions and analysts in our industry.&nbsp;</p>

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<h1>Making a difference is in our DNA</h1><p>We’ve actively taken the lead within the recruitment industry for diverse and inclusive workforce strategies. By actively working with our clients, suppliers and industry partners, we’re opening doors for people historically overlooked by the recruitment sector.&nbsp;</p>

<h2>Our ED&amp;I partners</h2><p>We’ve been pioneering diverse workforces for years and along the way have built a network of credible and specialist partners we work with in the ED&amp;I space.</p>

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<h1>Global workforce solutions that put people first</h1>
<p>We champion #ABetterWay &ndash; a forward-thinking way of working; moving away from &lsquo;recruitment by numbers&rsquo; and shifting the perspective to focus on people.</p>

<h3>Our featured employers</h3>
<p>Guidant Global offers you direct and often exclusive access to amazing jobs with some of the UK's top employers.&nbsp;</p>

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<p>Agile. Digitally enabled. Scalable. Evolving with you. Our solutions are designed to help organizations achieve new levels of workforce quality, cost savings, compliance and efficiency.</p>

<h1>Integrated Workforce Solutions&nbsp;</h1><p>Guidant Global is proud to be part of Impellam, a connected group offering unparalleled workforce and STEM talent solutions expertise to provide your organization with mission-critical skillsets to future-proof your business. Our blended approach fuses extensive workforce solutions expertise, with access to deep communities of STEM talent.&nbsp;</p><p>As one of the largest workforce and STEM talent solutions companies in the world, we help clients to get the best possible ROI from nearly £4.5bn of workforce spend and 2,900 supplier relationships, across nearly 80 countries.&nbsp;</p><p><br></p>

<h2>Impellam’s journey to Net Zero</h2><p>We've made a long-term commitment to our blended working policy, which encourages less impactful working behaviors – such as working from home and conducting meetings online.</p><p>We calculate our environmental impact across Scope 1, 2 and 3 (selected categories) for our UK operations. Our 2022 UK emissions were 894,249 kgCO2e (down from 969,569 kgCO2e in 2021). This is an average impact of 442 kgCO2e per £m revenue (down from 582 kgCO2e per £m in 2021).</p><p>We achieved carbon neutral certification for 2022 by offsetting our carbon emissions, as stated above, using the PAS2060 framework.</p><p>2022 was our first full financial year of purchasing 100% renewable electricity for our UK operations. In 2021-22, our supplier’s fuel mix was zero carbon and 100% renewable energy, made up of 82.5% wind, 9.3% solar and 8.2% hydro power.</p><p>Our head office has achieved accreditation to ISO 14001 in relation to its environment management systems.</p><h2>UNITY - Our inclusion council</h2><p>We want to create workspaces that reflect the diversity of our society. Where everyone – from any background – can be their authentic selves and do their best work. We are inclusive and welcoming for people of all gender identities, sexual orientations, races, ethnicities, disabilities, abilities, military statuses, socioeconomic statuses, ages and faiths.</p><p>We do this internally through UNITY, our equity, diversity and inclusion council, and externally by working with our clients, suppliers and ED&amp;I partners to design strategies to attract and engage under-represented groups and to remove barriers to recruitment.</p>

<h1>Our people are different&nbsp;</h1><p>Our people bring our #ABetterWay mission to life. We are a collective of like-minded, passionate, experienced and approachable individuals united by #ABetterWay. Many of our people have appearing on SIA’s famed lists covering ‘SIA 100 Europe and North America’, ‘Women In Staffing’, ‘40 under 40’ and ‘ED&amp;I influencers’.</p>

<h3>Optimise contingent workforce performance with an MSP solution built around you.</h3>

<h2>MSP solutions</h2><p>Optimise contingent workforce performance with an MSP solution built around you.</p>

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<h2>RPO</h2><p>Giving you a direct pathway to the best quality permanent talent.</p>

<h3>Giving you a direct pathway to the best quality permanent talent.</h3>

<h2>RPO solutions</h2><p>Giving you a direct pathway to the best quality permanent talent.</p>

<h3>Enhance enterprise outcomes through optimized services procurement management.</h3>

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<h2>We’ve been recognized for our services procurement and SoW sourcing capabilities</h2>

<h1>Solutions to drive workforce performance</h1><p>Agile. Digitally enabled. Scalable. Evolving with you. Our solutions are created on the unique challenges of each client. Not the one-size-fits-all, quick-fix, impersonal approach that prevails in our industry.</p>

<h2>Solution benefits</h2><p>Not the one-size-fits-all, quick-fix, impersonal approach that prevails in our industry.</p>

<h2>Our solutions</h2><p>Agile. Digitally enabled. Scalable. Evolving with you. Our solutions are designed to help organizations achieve new levels of workforce quality, cost savings, compliance and efficiency.</p>

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<h1>#ABetterWay for supplier relations</h1><p>MSPs often neglect suppliers. At Guidant Global, we do things differently. We partner. We collaborate. We nurture.</p>

<h1>Award winning SRM&nbsp;</h1><p>Our supplier and strategic partner relationships have helped us win APSCo’s coveted RPO/MSP of the Year Award four times – and three awards in consecutive years — the only RPO/MSP to ever achieve this!</p><p>We’re well-versed in assuming control of existing supply chains and preferred supplier lists, giving them the opportunity to supply within a Guidant MSP program. We then install governance that allows us to review performance so we can refine the supply chain to include only the very best suppliers.</p><p><br></p><h2>Using our INfluence. Driving inclusion through supplier diversity</h2><p>Our INfluence Supplier Diversity Program has a vital role to play in nurturing more minority suppliers into our supply chain. Working in a two-year partnership, Guidant Global provides selected diverse suppliers with multiple tools to help them achieve greater success and the platform to build mutually beneficial relationships with our clients to help inform and support their ED&amp;I goals.</p><p><br></p><h2>Suppliers driving candidate diversity</h2><p>We work with pre-selected suppliers to create a set of diversity metrics which both Guidant and the supplier commit to. For example – if the client is focusing on driving female representation in an area of their workforce, our suppliers agree that 3 out of 5 candidates submitted will be women.&nbsp;&nbsp;</p><p><br></p><h2>Aligning suppliers to Impellam’s ED&amp;I UNITY program</h2><p>At Impellam we have UNITY – our internal ED&amp;I program. UNITY brings our people together to build communities, find allies across our regions, to raise awareness and champion change. Our BRG’s (business resource groups) align to each protected characteristic (and more, such as veterans). We align strategically suitable suppliers to each BRG area, based on the accreditations they hold and initiatives the supplier promotes.&nbsp;</p><p>This is designed to both extend the reach of our BRG’s but to also help clients find capable suppliers who can help drive specific areas of diverse talent into their workforces.&nbsp;</p><p><br></p><h2>Supporting growth</h2><p>Our Ascend program is designed to identify a small number of suppliers each year and forge a deeper partnership, resulting in growth and brand amplification for both Guidant and the supplier. We achieve this through access to a host of Guidant resources, alignment of shared values, shared intelligence and collaboration across our teams, especially with Sales.</p>

<h1>Become a supplier</h1><p>We only work with the very best recruitment suppliers. Like-minded partners that share our candidate-centric approach. If you would like to know more about becoming a Guidant Global supply partner, get in touch.</p>

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<h1>Vision. A powerful, personalized data ecosystem.</h1><p>Vision is powerful. A dataset built from your own workforce data and that of thousands of global suppliers’ integral performance data, past and present.</p>