The best cure is always prevention, and while it is unlikely you’ll be able to prevent a talent drought you can take some measures to protect yourself. For example, if you find you tend to hire lots of people from a certain country, keep an eye out for any proposed changes to immigration laws that could impact this. If UCAS figures show very few students are interested in the industry you recruit for, you could pass this on to your clients and suggest they take on an apprentice or two.
“You should be identifying candidates who have potential to further develop their career within the right environment and harnessing relationships at the very earliest stage,” adds Jonathan Abelson, co-Founder and Director at MERJE. “Continual conversations with candidates, even when they are not seeking opportunities, whilst being aware of medium- and long-term growth plans of our clients puts you in a strong position for the future.”