Brexit, the skills gap and the forthcoming apprenticeship levy would each in their own right impact the chemicals industry – the combined effect leaves John McCarthy from The Outward Bound Trust to argue that now is the time to develop your home grown talent.
Here we explore four reasons why there has never been a better time to grow your own.
Addressing the skills gap is a priority
In or out of Europe, the chemicals sector is facing an impending skills gap. The issues of an aging workforce and challenges in recruiting the right young talent were well documented pre-Brexit.
Cogent’s research showed skills shortages in innovation, change, management, leadership and H&S . A gap in transferable skills including communication and team working were also highlighted by ABPI in November 2015 .
The challenges surrounding an aging workforce may not be new, but the demand for new recruits may be even harder to tackle post-Brexit. Addressing the skills gap will require a creative approach, taking recruitment beyond the traditional candidate pools and seizing new opportunities to upskill and retrain your current workforce.
Getting ready for Brexit
Love or hate Marmite, the media frenzy reporting its shortage on our supermarket shelves served as a reminder to us all that as a nation we rely heavily on imports. A rise in the cost of imports seems inevitable, and recruiters are likely to face a parallel challenge.
A 2015 survey of chemical businesses in the UK by the Chemical Industries Association (CIA) showed that:
• 60% of companies recruit graduates from overseas.
• Nearly 40% of these companies think the skills and knowledge of overseas graduates are stronger than those educated in the UK.
CIA’s post-Brexit survey also showed that:
• 71% of companies predict that employment levels will remain the same or increase
We may not yet know what ‘Brexit means Brexit’ will look like – but early indicators show how employers are preparing. The Association of Graduate Recruiters (AGR) annual survey showed that the number of graduate jobs on offer shrunk by nearly 8% post-Brexit (versus a 2% growth prediction pre-Brexit). Those surveyed said in reaction to Brexit they had shifted their early talent focus to apprenticeships. As research from the Skills Funding Agency showed that apprentices are statistically more likely to stay with an organisation than other recruits, this may reduce your need for overseas recruitment in the long-term.
Making the most of your apprenticeship levy
Despite calls to delay the apprenticeship levy post-Brexit, it is going ahead as planned. If your organisation’s UK payroll is over £3M per year, from April 2017 you will pay 0.5% to the levy each month. Your funds will go into a digital account and from May 2017 you will be able to spend them on your apprentice training.
New apprenticeship standards developed by employers specify the exact knowledge, skills and behaviours that are required of the future chemicals sector workforce. As per employers’ wishes, behaviour requirements are now an integral component of each apprenticeship. The right behaviours are critical for your workplace and these skills are an example of those that have been identified across your sector:
• Communication, teamwork, time management, the ability to work independently, understand impact of work on others and change management
(Taken from the Life and Industrial Sciences apprenticeship standards)
Using your levy on behavioural development will also support the growth of the employability skills many young apprentices will need as they transition from education into employment and help others to operate confidently in their new role.
Developing behaviours
To remain competitive in a post-Brexit Europe it is essential that the sector’s current and future workforce are equipped with 21st century skills.
A 16-year old apprentice starting out today may not reach retirement age until 2068. As you think about the roles you will need, remember that in 50 years’ time the technical skills and knowledge provided in 2016 will likely appear archaic, but get the behaviours right and that should see your home grown talent throughout their careers. Growing your own talent allows you the exciting opportunity to shape the development that your organisation needs for the future.
To continue the discussion about why now is time to invest in your home grown talent please contact John McCarthy at
john.mccarthy@outwardbound.org.uk
