We need to be creative to fill the skills gap

I think we’re all now resigned to the reality that there is no quick fix to the skills shortage; Brexit won’t get reversed and we’re unlikely to tempt back all the people that left the industry as a result of the pandemic. So, what can employers do to fill the skills gap?

Get creative, be flexible and be prepared to compromise.

An obvious route to consider is to be more open to people who require a visa to work in the UK. This will give access to a whole new pool of talent from across the globe.

The points-based system also applies to people from the rest of the world

The UK’s new points-based immigration system has been in place since January 2021, and employers should embrace the opportunities that it offers. Although many employers expressed frustration that Brexit closed the door on free movement, the new system has been simplified to make it easier to bring over talent from the EU.

The points-based system also applies to people from the rest of the world. So, if you are open to considering utilising it, why stop at only EU talent? Think of the global talent that would love to apply their skills in one of the world’s most creative countries.

The Skilled Worker route is the most relevant to our industry. The applicant must score 70 points to qualify for the visa. 

Critically, the removal of the labour market test means that the employer is no longer required to advertise the role for 28 days before starting the visa process

50 points are awarded if the applicant can speak English at the required level; has a job offer from an approved sponsor; and if that job is rated as “middle-skilled” or higher. The remaining 20 points are awarded for meeting an annual salary threshold. In most cases this is £26,500, which is usually achievable in our industry.

Critically, the removal of the labour market test means that the employer is no longer required to advertise the role for 28 days before starting the visa process, which makes the process a lot speedier. The only possible drawback of the visa route is that the company must be an approved sponsor.

The application for a sponsorship license is quite an involved process and there must be systems and personnel in place to manage it. However, simply ruling people out who need sponsorship will limit your options considerably.

By embracing part-time and hybrid working, employers can significantly increase their potential field of candidates

Furthermore, it would be wise for employers to review current employees that have their own work visas (such as Youth Mobility). Once these visas expire, in most cases, the employer will need to arrange another to avoid having to terminate the employment and in order to do this, they will need to be a registered sponsor.

Another underutilised talent pool that we’ve seen more companies embracing is the part-time labour market. People opt for part-time work for a variety of reasons, but they are often mid-career professionals who bring a lot of experience. Even working reduced hours they can be highly productive. 

Part-time hours work well for parents returning to employment and those with other caring responsibilities. By embracing part-time and hybrid working, employers can significantly increase their potential field of candidates.

Lastly, we’ve seen a notable increase in companies hiring contractors over the past six months

Our Australian offices have commented on the success of a government scheme aimed to encourage businesses to hire and retain mature-age employees. This is something that the UK government have announced that they’re also exploring. Tapping into the knowledge and experience of this older demographic can also help provide guidance and mentorship to junior staff who may have lacked face-to-face leadership during recent years.

Lastly, we’ve seen a notable increase in companies hiring contractors over the past six months. This follows a few years of decline in available contractors, in part due to legislative changes (IR35) and firms offering permanent roles to try and secure talent.

But as the jobs market shifts, more candidates are open to contract roles and companies are coming to us looking for contract workers to fulfil short-term needs, allowing them to bolster their teams while maintaining flexibility. This is particularly comforting with the unpredictable economy.

Whilst it remains key to hire new talent, focusing purely on hiring new people only fixes part of the problem. Consider engaging with students at grass roots level in school and university to support the next generation of architects and designers. There are many non-profit organizations that help facilitate mentoring and apprenticeships.

This, along with developing existing teams, is more important than ever. Internal training, mentoring and office-wide forums for subjects such as sustainability, BIM and diversity are a good way to increase engagement and upskill a workforce.