Tackling skills shortages in local authorities

Following the 2024 general election results, the government’s ambitious plans to build hundreds of thousands of new homes has been making the news. This plan of growth poses challenges and opportunities for local authorities that are going to need to source a larger workforce in professions such as planners, health and safety, and facilities management. 

A survey by the RTPI showed that 82% of local authority planners said their employer had difficulties hiring planners in the last 12 months. With these new targets, these difficulties can only grow without innovative approaches. 

In addition to this, there are skills shortages in other essential sectors within local authorities including health and social care. A recent report from Comensura on local authority workers showed that only 9% of respondents felt the government was supportive of skills development in social care, while 53% described social care provision as pressurised or ‘under extreme pressure’. 

It is crucial for local authorities to proactively plan for future workforce needs rather than reactively responding to demand. Anticipating and preparing for future skill requirements allows for a more strategic approach in addressing potential shortages, ensuring that essential services are not disrupted, ultimately benefiting the community as a whole. 

Explore our HR and People | Managing Recruitment and Resourcing framework which has been designed to meet the ever-changing needs of the public sector in respect of their recruitment and resourcing requirements.

What is Recruit, train, deploy?

Recruit, train, deploy is a model of hiring and developing top talent that was initially popular technology-based industries or even the transport sector such as for aviation engineers. However, it is becoming increasingly widely used in some areas of local authorities where there is a shortage of candidates with either the qualifications or experience needed.  

Recruit, train, deploy involves finding candidates with high potential, providing them with intensive training in specific skills, and then recruiting them in roles that match their abilities and interests.  

As an approach it aims to bridge the gap between the demand for skilled workers and the supply of qualified talent. 

Benefits of Recruit, train, deploy 

In addition to helping to find new candidates with success potential, Recruit, train, deploy can help local authorities access a larger and more diverse pool of talent, especially from underrepresented groups, such as women, minorities, and veterans. 

It can also help reduce the cost and time of hiring and improve retention and performance of employees. 

For candidates there are lots of benefits as well. Recruit, train, deploy can help candidates gain valuable skills and experience, as well as a clear career path and mentorship in an area they are interested in but are perhaps struggling to get into. 

Where local authorities might use Recruit, train, deploy 

For this approach to be successful, it needs to be organised and overseen by experienced professionals and organisations. These are the key stages: 

Talent Acquisition and Management 

• Identify talent needs: Collaborate with you to determine specific skill shortages and/or ED&I goals.  
• Strategic sourcing: Leverage partnerships with educational institutions and/or military transition programs to source potential candidates.  
• Candidate assessment: Evaluate candidates’ potential for success in tailored training programs. 

Strategic Services and Sustainability  

• Program tailoring: Customise training programs to align with individual learner  
  needs and business team goals.  
• Funding utilisation: Where available, employ the apprenticeship levy to finance  
  the training programs. 
• Sustainability integration: Ensure programmes contribute  
  to long-term talent pipeline development and ED&I advancement.  

Partnerships and Recruitment  

• Stakeholder engagement: Engage with universities, schools, colleges, and industry partners to drive recruitment efforts.  
• Apprenticeship placement: Place selected learners into client operations for on-the-job training.  

Innovation and Process Improvement

• Learner journey development: Establish clear learner journeys with quantifiable outcomes.  
• Soft skills enhancement: Focus on developing soft skills alongside technical skills in a professional environment.  

Training and Development

• Enrolment in courses: Enrol learners on relevant courses using the apprenticeship levy where possible.  
• Mentorship and support: Provide individualised support and mentorship throughout the training phase.  
• Progress tracking: Implement tracking tools to monitor learner progress and adapt training as needed.  

Deployment into Organisation

• Completion of training: Certify that apprentices have achieved the required competency levels.  
• Transition assistance: Support apprentices transitioning from training to full-time roles within client organisations.  
• Integration and follow-up: Facilitate seamless integration and conduct follow-up assessments for continuous improvement

The outcome of these steps is a workforce of skilled professionals and passionate individuals with the skills to excel in their careers and contribute to their local authority’s service provision. 

"Recruit, train, deploy is a powerful approach to developing talent, fostering diversity, and driving innovation,” states Chris Blackburn, Director of Skills Growth at Impellam Group, who is accountable for Recruit, Train, and Deploy strategies across the organisation. 

“Our strategic services and sustainability team helps clients design and deliver bespoke training programs that align with their business goals, leverage the apprenticeship levy, and create long-term value for both learners and organisations."  

"We’re confident that by working with the right partners, local authorities can design and deliver bespoke training programmes that align with their goals, create long-term value for both learners and organisations, and ensure a sustainable source of talent for the future," agrees Aaron Wawman, Sales Director at Comensura, who work with local authorities on innovative workforce solutions across England. 

Download the latest research report 

Get the very latest local authority talent insights in brand-new research report. Conducted by Comensura in partnership with Inside HR: Transforming Talent in Local Government, based on survey responses from 60+ local government execs, procurement and HR leaders. 

Download this free report today.

Full details and guidance documents, including the Framework user guide can be found on the Framework Page.