{"id":1022,"date":"2024-12-09T15:29:48","date_gmt":"2024-12-09T15:29:48","guid":{"rendered":"https:\/\/sr2rec.com\/?p=1022"},"modified":"2025-03-21T15:50:22","modified_gmt":"2025-03-21T15:50:22","slug":"how-to-tap-into-transferable-talent-to-overcome-talent-shortages","status":"publish","type":"post","link":"https:\/\/sr2rec.com\/de\/hiring-insights\/how-to-tap-into-transferable-talent-to-overcome-talent-shortages\/","title":{"rendered":"How to tap into transferable talent to overcome talent shortages"},"content":{"rendered":"\n

Prolonged talent shortages are starting to hit businesses hard. Demand is up, and supply is down, particularly in critical areas like software development, cybersecurity, and renewable energy. With 86% of CIOs<\/a> struggling to compete for qualified candidates and 57% of UK professionals<\/a> feeling the crunch, companies must <\/em>engage in tactical hiring strategies to stay in the game.<\/p>\n\n\n\n

While most businesses spend months <\/em>hunting for the perfect candidate, a handful of companies have struck gold. Rather than focusing on hiring people who have done the same job before, they\u2019re cross-pollinating talent by targeting transferable skills.<\/p>\n\n\n\n

In this blog post, we\u2019ll dive into what transferable talent is, why it matters, and how you can adopt a skill-first hiring strategy to futureproof your business.<\/p>\n\n\n\n

What is transferable talent – and why does it matter?<\/strong><\/h3>\n\n\n\n

Have you ever interviewed someone who just \u201cgets it\u201d? They may not be perfect on paper and may not even have the experience you were looking for, but something about them makes you want to give them a chance. <\/p>\n\n\n\n

Candidates like these are a great example of transferable talent. These professionals rarely tick every box on your job description but bring something even more valuable: the ability to apply their skills from one industry to another.<\/p>\n\n\n\n

The renewable energy sector, for example, is a relatively young industry with rapid growth and a high demand for talent with specialised skills. The best candidates are juggling multiple interview processes and offers, and even if you offer them the best salary, benefits, culture, and work environment, there\u2019s still a high chance you\u2019ll end up back at the drawing board. <\/p>\n\n\n\n

That\u2019s why we\u2019re encouraging our clients to take a different approach. Instead of wasting time, energy, and resources fighting for the \u201cperfect\u201d person, why not speak to a Project Manager who wants to transition from manufacturing to electric vehicle production? Why not interview a Software Engineer looking to jump from big tech to a more socially responsible sector? <\/p>\n\n\n\n

It\u2019s true that hiring transferable talent means spending a little more time bringing them up to speed in their first few weeks, but those efforts pale in comparison to the impact of drawn-out hiring processes and open vacancies on your existing team\u2019s morale.<\/p>\n\n\n\n

This approach isn\u2019t just about filling vacancies more efficiently and reducing your time-to-hire; it\u2019s also a tactical way to widen your hiring pool to include people with unique perspectives. In our experience, those willing to put in the work and immerse themselves in a brand-new industry are often likely to become long-term, dedicated employees. Plus, implementing a skills-first hiring strategy could make your talent base 62% more diverse<\/a>!<\/p>\n\n\n\n

Building a team of adaptable, passionate, and diverse employees is a fantastic place to start if you’re a forward-thinking company keen to get ahead of the curve. <\/p>\n\n\n\n

How to build a skills-first hiring strategy.<\/strong><\/h3>\n\n\n\n

Firstly, flip traditional recruitment on its head. Rather than prioritising industry experience, shift your focus towards soft skills. In fact, a whopping 85% of job success<\/a> comes from well-developed soft and people skills!<\/p>\n\n\n\n

The key to successfully hiring transferable talent is strategically identifying which skills are high-value, which can be taught, and which aren\u2019t essential. <\/p>\n\n\n\n

Here\u2019s a cheat sheet\u2026<\/p>\n\n\n\n

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  1. Core technical skills<\/em><\/strong><\/li>\n<\/ol>\n\n\n\n

    Aim to seek foundational technical skills that translate across industries. A Software Engineer\u2019s ability to write clean code is, for example, far more valuable than being a whizz at using your specific tech stack. <\/p>\n\n\n\n

    If your instinct is to seek a Software Engineer with 2 years of experience, ask yourself what you expect them to have achieved in this timeframe. Maybe they should be able to fix bugs accurately and efficiently, work cross-functionally, and juggle multiple projects simultaneously. Instead of posting \u201cyears of experience\u201d on your advert, post these skills! By breaking things down and identifying precisely what you\u2019re looking for, it\u2019ll be far easier to attract the right transferable talent.<\/p>\n\n\n\n

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    1. Critical soft skills<\/em><\/strong><\/li>\n<\/ol>\n\n\n\n

      During interviews, focus on exploring each candidate\u2019s universal capabilities:<\/p>\n\n\n\n