Internal Upskilling vs. External Recruitment.

Recruitment of new staff can be an expensive and time-consuming business. Perhaps upskilling existing staff is a viable alternative to recruiting to fil an open role when no internal skills exist. Both options for employers have advantages and disadvantages but may depend on the nature of the skill gap identified.       

Traditional recruitment done through an agency or using direct routes via job boards can be expensive when fees are taken into account. On average it takes 30 days to fill a vacant role with digital tech roles taking the longest to recruit. As technology progresses at a rapid rate the time a vacancy stays open for those hard to fill digital tech roles is increasing with many vacancies remaining open for as long as twelve weeks or longer. 

Technology companies are looking at alternative solutions to filling these open roles by understanding the skill set already in house with existing talent. It is certainly worth identifying internal talent that may be suitable for additional training to fill any skill gaps. However, depending on the nature of that training this upskilling is going to take time and training does not come cheap. Add into this conundrum the likelihood that talent identified for upskilling will spend time away from their current role the effect on productivity could be significant. However, upskilling existing staff will potentially boost staff morale and a learning culture with provision of promotion opportunities. 

All these factors need to be weighed up with the commercial requirements for filling an open role to deliver key projects for example. Whilst the option of recruiting externally can be expensive and take time there are new technological solutions becoming available that could make this option more attractive. Using AI recruitment technology can potentially deliver external candidates rapidly at a much reduced cost. For any businesses looking to fill a digital tech role quickly they perhaps should consider a balanced approach by using new hiring tools to recruit externally but combined with investment in an internal programme of upskilling the exiting workforce too.  

One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally. 

Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.