Intelligent CXO Issue 17 - Page 23

EDITOR ’ S QUESTION

TONY PREVOST , HR DIRECTOR EMEA AT SKILLSOFT

As the exam season draws to a close and the next generation of young adults finish their summer holidays , many will be experiencing a looming uncertainty over the future . In today ' s volatile job market , getting a foot on the career ladder is often easier said than done , with entry-level roles requiring prior skills and experience inaccessible to most school or university leavers . the gap – both for the skills needed within the organisation today and looking ahead to the future . Mutually beneficial , employees can perfect their core craft and branch out to learn new skills – building a strong growth foundation for the wider organisation .

Finally , industry and businesses must think of new ways to inspire and support young people once they are in their roles . Mentorship , training programs and initiatives will be vital in attracting and developing the tech pioneers of the future .
A recent analysis of close to four million jobs posted on LinkedIn since late 2017 showed that 35 % of postings for entry-level positions asked for years of relevant work experience .
Clearly , with the UK ’ s economic future contingent on closing this skills gap , organisations need to equip young people with the skills they will need to be successful in the modern , digital workplace . One solution is to invest in internal training programmes ; companies that develop a strong learning culture will have the confidence to bring in young adults with less experience , knowing they will be able to upskill them on the job .
Effective mentorship can have a significant impact on an individual ' s growth and have the added benefit of increasing retention . As the war for talent intensifies , never has it been more crucial to develop skilled and adaptable employees who are ready to face the everchanging nature of work . x
By incorporating blended learning into the daily workflow , entry-level workers can gain the specific skills needed for their roles and immediately put them into practice . This strategy prepares businesses for the future , as continuous learning will allow employees to adapt as new roles and skills are needed .
In addition , more employers should look beyond traditional hiring requirements and consider ‘ STAR ’ candidates – workers who are ' Skilled Through Alternative Routes '.
These can open up opportunities to a much wider pool . With demand for digital-native talent at a premium and the very nature of job roles evolving fast , apprenticeships can help bridge
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