A skills solution that sticks?

Written By Emily Woods

Our Development Manager James, joined The Better Hiring Institute debate (skills first!).

As I depart Sheffield station, an event advert catches my eye, clear enough to peak my attention from my morning coffee - “Essential skills for tomorrow’s workforce”.   With no Google to satisfy my brainworm, I'm still mulling over 'skills gaps', our continuous conundrum, an hour into my journey. We have long known of the critical industries that struggle to attract (let alone retain) talent and started to piece together the identity of the future worker. So, why are we yet to find a broader solution to skills-based hiring?

A skills gap or a misunderstanding of people?

What is happening where you live? Though a national priority, the skills gap is a complex issue caused by a number factors, and will not be solved by a singular approach. South Yorkshire has significant barriers to economic resilience. 16% of our workforce have no qualifications, yet the first question on an application form will focus on detailing an educational background. Of those that are qualified, 50% of our workforce have an A- Level to progress into higher education or vocational learning.  This leaves the lucky half starting ahead in the race for higher pay and better wages (with a presumption that those progressing into higher education can earn between 25-50% more on average than those who don’t.) What about the importance of secondary school? Just over half of our GCSE learners achieved a Grade ‘C’ in Maths last year. But regardless of learning styles, practical versus academic backgrounds, or personal preference on full time work and/or education, entry requirements onto recognised training pathways will price many young people out of a route onto the qualified employment ladder.  Perhaps the most staggering data is the reality of the adult job market, where 1 in 4 of our working aged population are economically inactive. A different approach to recruitment is no longer an option, it’s a necessity - and that’s just a picture of South Yorkshire.

  • A starting point towards a solution – Let’s consider hiring for skills, not qualifications, think about the way we’re upskilling, and react to new talent trends. Working has become flexible, why can’t hiring?

Finding a solution that sticks…

The concept: At Skills Street, we’re working to develop an anchor venue for collaborative skills development, with consistent industry expertise underpinning classroom theory at all key stages of education. For too long, the linear curriculum has deprioritised vocational learning. Gatsby showed glimmers of positive activity by highlighting the value of employer encounters for learning gain, but change will only truly be made by embedding a ‘world of work’ context into the curriculum. Last week, I met with manufacturing businesses, one a global leader within their market, the other a local, forward-thinking SME. Each were looking outside dated recruitment strategies to try and search for the right long term talent solution. Both businesses gave the same answer when asked, “what are the key skills themes across your industry?” - Automation and robotics, sustainability, and innovation.  How does a teenager understand these themes, unless we rebrand subjects with relatable meanings? Is it “Maths”, or do we label it working with numbers and problem solving? When we open our doors in 2025, Skills Street will immerse young minds in something practical, placing jobs in context and learning by doing.  Imagine a world where educators and industry came together to make careers education fun!

Skills Street goes to Parliament - joining national hiring professionals at Westminster.

  • A starting point towards a solution – Let’s help more people to understand ‘work’ at an earlier age by bringing things to life, simulating things and setting scenario’s. In doing so, we will start to create new pathways for job linked learning that bring meaning to careers.

Getting a job isn’t a fair process…

The grey bit: Measuring success is difficult when it is inherently subjective. For the next generation worker, it’s difficult to give a balanced view of the employment options available. Getting a job is not a fair process, and too often, recruitment procedures don’t recognise people with barriers to employment.  2024 brings an increasing number of school learners who don’t see parents going to work, struggle to find a role model, and can be forgiven for approaching learning with little to no aspiration.  Research shows that as young as 6 years old, children view gender as a barrier towards careers. That’s a whole school education from Year 1 onwards, spent in the mindset of “that’s not something I can do.”  We must aspire to inspire. While learning beyond the classroom isn’t everyone’s answer, it will at least place some power back into the hands of young people to make an informed decision on their future.

A brighter future – it’s not gone dark just yet, and some things are working. We do, however, need to stop limiting best practice by withholding initiatives that have a proven impact on supporting young people into work. It is possible to collaborate and remain commercial, and we must stop ignoring risk and start collectively planning for it. Start here, and help develop Skills Street - About — Skills Street  

Some links to make you think;

Emily Woods
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