College Staffing Crisis
The College Staff Crisis
Here are the headline findings from an Association of Colleges report.
There are currently 3,293 vacancies being reported from the 48% of colleges which responded. This is within the context of 105,000 FTE roles within the sector as a whole
A mean of 30 vacancies per college was reported with a maximum of 162 for one college
1404 vacancies were reported in curriculum, with high levels of persistent vacancies in construction, engineering, health and social care and science and maths
1853 vacancies in support areas, with high levels of persistent vacancies in learning support roles, student services and facilities and estates roles.
96% of respondents report that the current level of vacancies is creating increased pressure on existing staff, 61% said that vacancies were have a significant impact on agency fees
Here at NSA helping you to recruit & retain great talent within the FE & Apprenticeship Market is our only mission.
We all know the last couple of years has been a roller coaster of emotions which has seen employers and candidates reconsider the work life balance and how it is rewarded. Recruiting assessors, coaches and tutors is causing our industry real frustration.
Lots of training providers shed staff as the pandemic caused uncertainty and panic. Those that were furloughed got to experience more time at home with no work pressures and this has led to many rethinking what they want out of life, this has now translated into a much tougher working wish list for candidates.
As the specialist recruiter in Apprenticeship and Training we have seen these changes first-hand. The current market is certainly candidate led, there is a real battle for talent and a shortage of good people across the sector.
We have put together some key points for colleges and training providers to consider.
Start the process as early as possible, be ahead of the game
Be as flexible as you can re hybrid or remote working
Put together a detailed spec ensuring it outlines all the benefits, the culture, targets, etc
Check out Glass Door- it is worth seeing how your organisation is perceived
Try to make the interview process as short as possible. When the process stretches to 3 or 4 interviews, or the time frame drags into 3-4 weeks you are very likely to lose the candidate!
In the current market candidates often have 2-3 interviews underway and may have several offers to choose from. If you take too long or make the process to painful the chances, are you will be starting the hiring process again
Ensure your salaries and benefits are in line with the market, there is still quite a lot of disparity. Those who are paying at the lower end of the market are seeing a steady stream of resignations and this is holding back their growth plans
If you make an offer, get the paperwork/email out ASAP
Cultural fit is important - can they meet team members and get a tour of the office
Retaining your people is also key. Losing a talented team member causes more than just a vacancy. It takes time and energy to replace them. Often their workload is shared by the existing team before a new person is fully up to speed. This can affect the general morale and sets the wrong tone. Their loss can also impact client relationships and have bigger implications if the transition isn’t as seamless as possible.
A few thoughts on retention but worth re-iterating:
Regular reviews
Sensible targets
Team events
Recognise employee’s hard work
Upgrade your equipment where possible
Flexible approach to working schedules
Professional development opportunities
Promote from within if possible
Good communication and collaboration
Our sector is in a unique and influential position to help the UK economy. Remote delivery has enabled training and coaching to continue throughout the pandemic giving greater flexibility to all parties.
There are skills shortages right across the UK that can only be addressed through the effective use of apprenticeships and training. We have an opportunity to embed this learning culture into all businesses and this starts with all of us in the sector hiring and motivating the best people to share and deliver this agenda.
It is worth noting that NSA has access to candidates that are very much under the radar and not visible to other organisations due to our own bespoke database of 15,000+ candidates and a team with over 100,000 LinkedIn connections.
Areas of specialism include:
Apprenticeship Directors / Managers
Business Development Directors / Managers
Assessors, Coaches, Lecturers, Trainers
Careers Advisors / Employability specialists
Operations
Curriculum, Project & Programme Managers
MIS / Compliance / Data / Quality / Funding
Contact: spencer@nationalskillsagency.co.uk 020 3953 1984
The National Skills Agency is the UK’s specialist recruiter for the Apprenticeship, Training & Awarding marketplace. Our expert consultants have over 40 years combined experience in this key sector and a reputation for delivering meaningful results.
