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6 key steps to tackling skills gaps in your company

Preparation is often the key to prevent unforeseen circumstances having a negative impact on your business performance. For example, if a crucial member of staff left the organisation, would you have someone able to step in at a moment’s notice?

Skills gaps are common in many industries and locations across Australia, meaning the departure of certain employees could leave companies lacking the right people to ensure effective continuity.

This is why you must have a plan for tackling skills shortages at your company and implement measures to maintain a steady stream of qualified individuals that are ready to take the reins when necessary.

If you’re already struggling to fill certain positions, apprenticeships and traineeships can help you build a strong talent pipeline for the future. Register at Apprenticeship Central to access a range of innovative tools and useful advice to see whether such an arrangement could benefit your business.

To boost your readiness for staff turnover, here are six key steps to introducing an effective system for overcoming skills gaps.

1. Evaluate business needs

Understanding present and future commercial objectives will enable you to plan how your recruitment activities and skills development aligns with your overall business strategies.

2. Define job roles

Draw up a list of different departments and individual roles. Ascertain the essential skills required in each job, as well as the training required for people to fill new positions.

3. Identify skills gaps

Finding where skills are lacking can be a challenge, although any department where there is widespread underperformance is likely to be suffering from insufficiently trained staff. Employee surveys and performance management tools can facilitate the process of identifying issues.

4. Fill gaps

Once the gaps have been spotted, you must make efforts to bridge the divide. Apprenticeships and traineeships are tailored to meet these needs, allowing you to fill vacancies now and develop internal structures that will ensure future positions pose less of a recruitment challenge.

5. Seek support

Searching for the ideal candidates to meet your company’s specific setup may require help and advice from external providers. Guidance on how to deliver effective on-the-job training is also crucial if you’re looking to take on apprentices or trainees.

6. Monitor the results

The processes you implement for identifying and filling skills gaps should always be monitored and reviewed so they continue to produce positive results. This will allow you to make regular tweaks to the system rather than carry out a major overhaul in the future.

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