APSCo Whitepaper: Skills in 2024

Last year was certainly an interesting period for the world of talent acquisition and management.

As 2023 came to a close, Nétive VMS was delighted to co-host APSCo OutSource’s Client Community Breakfast with WorkWell, diving into the world of skills supply and demand and what the year ahead holds for the labour market.

But here’s the best part…the insights gained from talent acquisition leaders at that event have been turned into a whitepaper that outlines the key conversations from the meeting and highlights where there are opportunities to tackle some of the most prominent issues for talent management in 2024. And we’re thrilled to be able to share that report with you here.

The report contains:

In-Depth Analysis: about global staffing challenges and practical solutions.

Strategic Insights: exploring the 2024 skills agenda and priorities for talent management.

Collaboration Spotlight: why teaming up across the supply chain is a game-changer.

Melanie Forbes, MD of APSCo Outsource says: “throughout my career I’ve witnessed first-hand the frustrations that those in recruitment and contingent workforce management have faced and I believe that the current environment presents a brilliant opportunity to address these…there’s clearly a need – and indeed desire – for change in how skills are measured, and this must happen with some speed this year.”

Some key stats from the whitepaper:

• 77% of companies across the UK were struggling with skills shortages during 2023.
• Revised figures suggest that the unemployment rate in the UK fell to 3.4% in the spring.
• LinkedIn estimates that the skills sets for jobs have changed approximately 25% since 2015.

This report will help you stay ahead of the curve with key insights that will empower you to make informed decisions in the ever-changing professional landscape.

As a taster, here are 8 talent priorities for 2024 identified in the report:

1. Create a single point of management – for all talent and skills in your firm to enable consistency of experience and ensure no potential skills are slipping through the gaps.
2. Understand the skills you already have in your workforce.
3. ‘Deskill’ jobs – avoid focusing on rigid requirements and look elsewhere for potential and train upwards.
4. Rethink and challenge the norms – manage permanent and contingent resources together to avoid hiring managers going rogue.
5. Utilise AI where appropriate but don’t dehumanise the process – people still buy from people.
6. Stay on top of compliance – with a General Election on the horizon and Off-Payroll rules back on the radar, it’s important to stay ahead of any changes.
7. Balance governance with flexibility – consistency across workforce spend, talent attraction and workforce management is a must, but it shouldn’t become a barrier to hiring.
8. Aim for total talent management – these conversations have been taking place for some time, but need to progress into tangible actions in the coming year.