The warning ‘mind the gap’ is given every day on Britain’s Railways. For those in the UK Rail industry, it's not just a passenger safety warning. It's a reminder that the sector is currently facing a skills deficit. Josh Haggart, Director of Rail at Coleman James, delves into this issue and considers what steps can be taken to strengthen the talent pipeline.
Each day, the gap in question gets wider. According to a report by City & Guilds and the National Skills Academy for Rail (NSAR), the Rail industry will need up to 120,000 additional people by 2030, with demand for skills peaking around 2025.
Understanding the skills gap
The skills gap is a complex challenge arising from systemic issues in the industry’s talent and skills pipeline - from an ageing workforce to staff retention - as well as current issues perpetuating ongoing shortages of trained and skilled workers entering the sector.
So, what are the key factors at play?
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An ageing workforce - According to the City & Guilds and NSAR report, with 28% of UK Railway workers aged over 50, nearly 15,000 Rail industry employees are expected to retire by 2025. Currently, this high rate of retirement is not being balanced with a replenishment of younger engineers.
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Competitive global jobs market - Global demand for transport is growing fast. Given present trends, it is predicted that global passenger and freight activity will more than double by 2050. Several clients we work with are finding experienced employees seeking new opportunities, particularly in the Middle East, Canada and America. Retaining top talent in the UK is a challenge across the industry as candidates look abroad.
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Candidate-led UK jobs market - Right now, much of the UK jobs market is candidate-led and significant sections of the Rail sector are no exception. One consequence of this current state of play is higher than average wage expectations. Those in junior to mid roles are demanding more pay as they know the market is in their favour. We also have to recognise that the ongoing Cost of Living Crisis also has a role to play along with rising interest rates.
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Remote working - The COVID-19 pandemic has created a robust remote working model which has led to a change in the UK Rail candidate mindset. Take project managers for example, many with four or five years’ experience want that added flexibility - as they don’t want to be onsite or in the office five days a week. This has led to many moving into alternative sectors including technology or becoming a consultant to work from home on their own terms.
Addressing the skills gap
At Coleman James, we are mindful of the growing skills gap and offer a collaborative, proactive approach to addressing the issue. Our team of specialist Rail recruiters take the time to understand your aspirations and the roles and individuals you need to support ongoing success. We work in collaboration with your business to help you achieve your goals by offering strategic advice to help you strengthen your talent pipeline and retain top talent.
Below are five key recommendations to consider when looking to gear up your skills and talent pipeline.
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Seek talent from other sectors - Ensuring that talent from other sectors, who boast a wealth of transferable skills or are looking to make a mid-career move, can seamlessly transition into the Rail industry is key to helping bridge the skills gap.
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Engage in quality partnerships - With a sharp focus, underpinned by extensive experience and unrivalled connections, our specialist Rail recruiters know your world. Through our partnership approach, we take the time to truly understand your needs, showcasing – and if needed, shaping and improving – your employer brand to ensure you attract and retain top talent. Our strategic partnerships mean we’re there for you in the long term, to support the ongoing success of both your staff and your business.
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Consider international talent - There is a wealth of expertise from across the globe that the UK Rail industry can tap into. Here at Coleman James, we support clients to engage with candidates from around the world. While it is an additional process, with extra paperwork, our team has a proven track record of securing top international talent. Within the increasingly fierce jobs market diversifying your talent pool is vital.
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Develop strong career paths - As an industry Rail needs to showcase that the sector offers multiple pathways to a fulfilling career - to attract and retain talent. This is especially important for young people looking to enter the industry. Now might be a great time to refresh your employer brand and ensure you’re setting your team up for long-term success.
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Diversification- According to the City & Guilds and NSAR report only 16% of the Rail workforce is female and nearly one in four women (24%) would consider a career in Rail, compared to 41% of men. We recognise that there needs to be an industry-wide approach to breaking down the barriers to entry - the first step being working closer with the UK educational system.
However, when advising clients, we look to the inspiring work being carried out by Women in Rail who are actively addressing this imbalance through industry initiatives, mentorship programs that serve those already in Rail, and recruitment and education programmes that bring new people into the sector.
In summary, to widen your available talent pool, as a business you need to be open-minded and adopt innovative approaches to attract and retain employees to build your future workforce. Only then can we begin to close the gap.
Where can you get help?
To talk to Josh about how Coleman James could support your business, call him on 01302 952345 or 07557 044150 or email josh.haggart@coleman-james.com