Skills Gap or Training Gap? Why Employers Need to Rethink Their Approach to Hiring

21 May 2026 By Huntress

The UK's labour market continues to present a confusing picture. Unemployment has risen to 5%, vacancies have fallen to their lowest level since 2021, yet employers across almost every sector continue to report difficulties finding people with the right skills.

From finance and administration to technology, customer service and professional support roles, "skills shortages" remain a common frustration for hiring managers. But as businesses continue to compete for talent in a challenging market, an important question is emerging:

Are we facing a skills gap or a training gap?

The Skills Shortage Conversation Isn't New

For years, employers have highlighted concerns about candidates lacking the experience or technical capabilities required for available roles. Government reports continue to identify skills shortages as a barrier to economic growth, while industries across the UK report ongoing difficulties attracting suitably qualified talent.

At the same time, organisations are operating in an environment of rapid change. New technologies, automation, AI tools and evolving customer expectations are transforming roles faster than ever before. The skills required today may look very different in just a few years.

In this context, relying solely on the external talent market to provide fully trained candidates is becoming increasingly difficult.

The Cost of Waiting for the "Perfect" Candidate

Many businesses continue to adopt a hire-first approach, searching for candidates who meet every requirement from day one.

While understandable, this strategy can create several challenges:

Longer hiring times

Increased salary expectations

Greater competition for scarce talent

Higher recruitment costs

Reduced internal progression opportunities

When organisations focus exclusively on buying skills from the market, they often overlook the potential that already exists within their workforce.

In many cases, the issue isn't a lack of talent. It's a lack of structured development opportunities to help people acquire new skills and progress into future roles.

Reframing the Problem

The term "skills gap" suggests that candidates or employees are falling short of expectations.

A "training gap" shifts the focus elsewhere. It encourages employers to ask whether they have invested sufficiently in developing the skills their business will need in the future.

Rather than viewing capability as something that must be sourced externally, organisations can begin treating it as something they actively build.

This approach is becoming increasingly important as technical skills evolve more quickly and career paths become less linear.

Why Investing in Development Matters

Employers that prioritise learning and development often benefit from:

Improved retention: Employees are more likely to stay with organisations that invest in their professional growth and provide clear progression opportunities.

Stronger internal mobility: Training enables businesses to fill future vacancies from within, reducing reliance on external hiring.

Increased workforce agility: As priorities change, organisations can adapt more quickly when employees have access to continuous learning opportunities.

Reduced recruitment pressure: Developing existing employees can help alleviate hiring challenges while creating a more sustainable talent pipeline.

Closing the Training Gap

While every organisation has different requirements, there are several practical steps employers can take.

Understand future skills requirements: Businesses should regularly assess the skills they currently possess against those they are likely to need over the next three to five years.

This helps identify capability gaps before they become recruitment challenges.

Create structured development pathways: Training should be linked to career progression wherever possible. Employees are more engaged when they can see how learning new skills supports their long-term development.

Diversify learning opportunities

Formal training programmes remain important, but organisations should also consider:

Mentoring schemes

Job shadowing

Apprenticeships

Cross-functional projects

Professional qualifications

Micro-learning and digital learning platforms

Support internal progression

Developing employees is only effective if there are opportunities to apply new skills. Internal mobility programmes and transparent career pathways help maximise the return on development investment.

What This Means for Employers

The UK's skills challenges will not disappear overnight. Government initiatives, education reforms and industry partnerships all have an important role to play in strengthening the talent pipeline over the long term.

However, employers also have an opportunity to influence the outcome.

Rather than focusing solely on finding candidates who already possess every required skill, organisations can gain a competitive advantage by identifying potential, investing in development and creating pathways for growth.

In an increasingly competitive labour market, the businesses that succeed may not be those that find the most talent, but those that develop it most effectively.

Looking for Talent with Potential?

At Huntress, we work with organisations across a range of sectors to identify high-potential candidates and build recruitment strategies that support long-term workforce growth. Whether you're looking to hire, retain or develop talent, our specialist consultants can help you navigate today's evolving market.

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