Too many organisations are holding out for fully formed, “plug-and-play” talent while cutting back on training, onboarding, and long-term development. The result? Roles stay open, teams burn out, and businesses label it a talent shortage — when in reality, it’s a development gap.
Many employers want people who can hit the ground running, yet offer vague expectations, minimal onboarding, and little support once someone joins. Experience is treated as something candidates should arrive with, rather than something organisations actively build.
The most successful businesses take a different approach. They hire for potential as well as experience, design roles with progression in mind, and accept that capability is created — not bought.
This isn’t about lowering standards. It’s about being realistic.
In a fast-changing world, no one arrives fully formed. Organisations that invest in clear expectations, proper onboarding, ongoing performance conversations, and capable people managers build stronger, more resilient teams.
Closing the experience gap isn’t about lowering the bar.
It’s about raising the system around it — and that’s where smart HR makes the difference.
#HRConsultancy #PeopleStrategy #TalentDevelopment #HiringForPotential #FutureOfWork #LeadershipDevelopment #EmployeeExperience #HRBestPractice #WorkplaceCulture
