Recruitment policies, designed to ensure the best candidates are selected, may be inadvertently stunting the growth of several key industries across the UK. While some of these policies are essential, particularly those tied to health and safety, there is growing concern that overly rigid hiring criteria are contributing to staffing crises in sectors such as IT, education, and law enforcement.
David Banaghan, Interim CEO at Occupop, a leading provider of hiring software, has warned that these stringent policies could be holding back businesses and industries alike. “While some recruitment policies are in place for the health and safety of all, at times, your recruitment policies could be holding you back. Adapting your recruitment policies to reflect the current demand of jobseekers, provided it doesn’t interfere with their ability to complete the job, is a must if you’re wanting to build a strong workforce,” Banaghan advises.
IT Sector Struggling with Skills Gap
The information technology (IT) sector is one industry that might suffer significantly from strict recruitment policies. The well-known IT skills gap is only exacerbated by an over-reliance on formal education as a criterion for employment. Many companies insist on candidates possessing university degrees, often overlooking those with relevant experience or transferable skills.
The insistence on academic qualifications could be filtering out applicants who might otherwise excel in the role if given the opportunity to train in-house. The IT industry, grappling with a persistent shortage of skilled workers, might benefit from revising its hiring practices to focus more on potential and less on formal education. By doing so, the sector could foster a new generation of IT professionals who have been moulded to fit specific business needs through targeted training and upskilling.
Education Sector Facing Recruitment Crisis
The education sector is another area where strict recruitment policies could be detrimental. With the profession already facing significant challenges—exacerbated by issues such as pay and working conditions—rigid hiring criteria are adding to the woes. In the 2021/22 academic year alone, 39,930 teachers left the profession for reasons other than retirement, highlighting the urgent need for fresh talent.
However, traditional policies regarding appearance, such as restrictions on tattoos and natural hairstyles, may be deterring potential educators. In a society where self-expression through clothing, piercings, and hair dye is increasingly common, these restrictive policies could be excluding candidates who might otherwise be well-suited to the profession. By modernising dress codes and embracing diversity in appearance, the education sector could attract a broader pool of applicants and help mitigate the ongoing teacher shortage.
Police Recruitment Hampered by Tattoo Policy
Law enforcement is similarly affected by stringent recruitment policies, particularly concerning visible tattoos. Currently, many police forces in the UK prohibit officers from having visible tattoos while in uniform, a policy that could be discouraging potential recruits. With 26% of the UK population having at least one tattoo, and 11% having visible tattoos on areas such as the neck, face, and hands, this restriction significantly narrows the applicant pool.
Some police forces have begun to relax these policies, allowing visible tattoos that are not deemed offensive. This shift could be crucial in boosting recruitment numbers, ensuring that the police force is more representative of the communities it serves.
Balancing Safety with Flexibility
While recruitment policies serve important purposes, there is a growing consensus that excessive rigidity can be counterproductive. By reassessing and adapting these policies to the current labour market, industries can ensure they attract and retain the talent needed to thrive in an increasingly competitive landscape.
For more information, visit https://www.occupop.com/.