A skills mismatch; the problem and how to solve it.
In modern society, we are often cultivated to believe things we are told, without having experienced these things ourselves. One such belief is that a certain career will bring a more successful life into fruition. However, this of course is not the case because as individuals, each person is home to a different technical skill set, which they develop through their own experiences on different projects.
Unfortunately, because of what we are often led to believe, many of us to opt for careers which aren’t suited to our innate skills, or even our personalities, which inevitably leads to a skills ‘mismatch’. According to Scale Space, this could account for a £120 billion fall in economic output by 2029, as well as a proportion of the increasing rate of unemployment. On top of this, it means that scaleups don’t have access to the wealth of skills they need for continued growth. This mindset must change in order to beat unemployment and enable tech scaleups to power future economic growth.
It has been argued that the education sector shouldn’t push the more traditional roles which are believed to bring more success, but instead, these faculties should help their students to understand the level of opportunity which lies within the fast-growth companies sitting right on their doorstep. But why does opening one door mean another should close? An individual should be able to have the best of both worlds if they want to, and moreover, scaleups should recognise that they can use up-skilling and cross learning wherever possible to suit their business needs. There are many advantages of these methods, one being that it allows employees to learn continuously, enhancing their professional skills, which in turn is advantageous for the company, too. An additional benefit for the business is that it makes good financial sense; although up-skilling an employee may incur an initial cost, the overall cost in the long run will be much less than it would be to hire many employees to carry out the same workload.
Recently, Godel Technologies upskilled one of their own employees, Dmitri Maklakov, who joined them as a business analyst in 2017. Three years later, Dmitri has gained a plethora of experience within many different functions and has recently landed a new role as Head of Talent Management. As with any change, upskilling presents some challenges, which Dmitri spoke of in a recent Q&A. However, challenges are food for thought, and overcoming these challenges is what helps any individual to develop, thus making way for both personal and professional development.
If you’d like to speak to Godel, get in touch with the team at our headquarters in Manchester.