FEATURE
Imran Akhtar, Head of Academy, mthree
One solution is the Hire-Train-Deploy( HTD) model, where companies bring in high-potential candidates and train them in the specific skills they need before they start work onsite with clients. This means new hires deliver immediate value and can play a key role in high-performing teams from day one.
That being said, a hiring strategy that only looks outward is incomplete. Many businesses already have employees with the right attitude, analytical skills and industry knowledge – they just lack the technical expertise for certain roles.
Reskilling existing employees is also an effective strategy and will become increasingly critical as individuals’ careers span longer.
Many companies already have employees with the right mindset, transferable skills and commitment to the business – they just need targeted training to move into high-demand roles. This in turn could open up greater opportunities for internal mobility and career success for the employees themselves.
The impact of investing in internal talent development in this way is clear. Our research revealed that 72 % of businesses saw improved employee retention as a direct result of upskilling and reskilling initiatives. When employees see clear career growth opportunities, they stay longer and contribute more.
Reskilling can unlock hidden talent, helping businesses fill critical skill gaps without relying on external recruitment. A customer support agent with strong attention to detail could transition into cybersecurity. A finance professional with a passion for coding could be trained as a software developer.
With nearly 40 % of core job skills predicted to change by 2030, companies that fail to continuously upskill their workforce will struggle to keep up. Reskilling isn’ t just about fixing skills shortages; it’ s about future-proofing businesses and ensuring employees grow alongside industry demands.
Retention begins at hiring: Investing in career growth
Hiring great people is only the first step – keeping them engaged and motivated is just as important. High turnover is a growing challenge, especially in competitive fields like tech, where skilled professionals are in high demand.
Businesses that invest in continuous learning and career development see higher retention rates and stronger performance. Employees who see a clear path for growth – whether through structured training, mentorship or internal mobility – are far more likely to stay and thrive.
This is especially relevant for younger employees. Our report found that 62 % of businesses saw increased engagement when they introduced reskilling and upskilling initiatives. When employees know they can develop new skills and progress within the company, they’ re less likely to leave for external opportunities.
A smarter approach to hiring
The best hiring strategies are not just about filling vacancies; they’ re about building a
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