Workforce solutions that support growth

Business leaders face a challenging market: Competition for talent is fierce and the most in-demand skills are constantly evolving.

Despite this, many organisations still rely on the same workforce solutions they did five or even ten years ago. This lack of innovation has created a widening gap between the skills businesses need and the talent available.

Companies that rethink their approach are leading the way. Here are four key workforce solutions that companies are using to get ahead:

1. Find hidden talent in overlooked places

For years, companies have defaulted to the same hiring playbook—the same universities, degrees, and job titles. But in a talent market where demand outweighs supply, this approach no longer works. The best candidates aren’t always the ones with the “on-paper-perfect” CV.

To tap into new pools of high-potential talent, employers are:

• Removing unnecessary degree requirements for roles where skills matter more than credentials.
• Expanding their talent pool to include career changers, bootcamp graduates, and non-traditional backgrounds.
• Using skills-based assessments to measure what candidates can actually do rather than just their education and experience.

According to our research employers are already reducing the amount of roles that require a degree. In 2024, 40% required a degree for all tech roles, down from 50% in 2023.

By rethinking what “qualified” looks like, companies can access talent their competitors are overlooking. This approach doesn’t just widen the talent pool; it brings in fresh perspectives and new ways of thinking that drive business innovation and fuel long-term growth.

2. Maximise retention to make recruitment count

Hiring is one of the most valuable investments a company can make. But recruitment alone isn't enough. Without strong retention strategies, businesses risk losing top talent as quickly as they bring them in.

Retention is where the real game is won. And it’s not just about salaries or perks. The biggest reason employees leave is a lack of career growth.

Organisations that outperform their competitors focus on developing their people—not just keeping them happy in the short term, but creating long-term career paths.

They do this by:

• Providing continuous learning opportunities that allow employees to upskill and reskill.
• Offering clear career progression, so employees don’t feel they need to leave to advance.
• Creating a culture of mentorship and leadership development, so people see a future for themselves in the organisation.

A company that prioritises retention strengthens its workforce, retains intellectual property, and reduces the disruptions caused by attrition.

3. Hire for the present and future

Most hiring decisions focus on solving an immediate problem: there’s a role open and it needs to be filled. But by the time you find the right candidate, your needs might have already changed.

To build a workforce that supports growth, organisations should assess adaptability as well as current skills. Instead of focusing only on today's challenges, they should look for candidates who can grow with the business. The best approach is to look beyond experience and focus on potential—hiring people who can learn, evolve, and contribute over time.

Employers can assess adaptability by:

• Asking behavioral questions that require candidates to describe past experiences where they successfully navigated change or unexpected challenges.
• Asking situational judgment tests which present hypothetical scenarios relevant to the role and ask candidates how they would respond.

4. Close the skills gap by building talent, not just buying it

Tech is moving fast. Workforce development isn’t keeping up.

For years, companies have relied on hiring experienced talent to meet new demands. But that approach is no longer sustainable. The supply isn’t keeping up with demand, especially in high-growth areas like software development, cybersecurity, and data analytics.

The best organisations aren’t waiting for more talent to become available. They’re building skilled talent pipelines by:

• Investing in employee reskilling programmes to transition employees into new roles.
• Partnering with Hire Train Deploy providers to bring in pre-trained talent with the exact skills they need.

By developing talent from within, organisations create a steady flow of skilled professionals ready to take on new challenges. This strategy reduces hiring costs and strengthens a company’s ability to adapt, expand, and lead in a competitive landscape.

The bottom line

The companies that are winning aren’t just doing more of the same. They’re innovating their workforce strategy by:

• Hiring for potential, not just experience.
• Developing talent instead of constantly chasing it.
• Looking for hidden skills in unexpected places.
• Closing the skills gap by building their own talent pipeline.

Innovating your workforce strategy isn’t a nice-to-have; it’s the key to sustainable growth in an ever-evolving market.