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Deloitte has recently released its ‘Global Human Capital Trends Report 2015’ and from the survey of more than 3,300 businesses across 106 countries, have highlighted the 10 key trends which reflect 4 major themes for 2015.

The four major themes which emerged are; Leading, Engaging, Reinventing and Reimagining.

Taking a closer look under the theme of Leading, the report identified there are 2 key challenges which are shaping how businesses will approach talent and work in 2015:

"Leadership: Why a perennial issue? Building leadership remains paramount, ranking as the No. 2 issue in this year’s survey. Yet despite the fact that nearly 9 out of 10 respondents surveyed cite the issue as “important” or “very important,” the data also suggest that organizations have made little or no progress since last year: The capability gap for building great leaders has widened in every region of the world.”

“Learning and development: Into the spotlight. This year’s third most important challenge was the need to transform and accelerate corporate learning, up from No. 8 in 2014. The percentage of companies rating learning and development as very important tripled since last year. But even as the importance of this issue arose, the readiness to address it went down.”

Deloitte’s report suggests a lack of correlation between where businesses rate the importance of these challenges and their readiness to address each challenge which has resulted in very little being done to move the dial from 2014.

Recruitment is an industry which has no official or formal qualification associated with it. You will not attend a careers fair or University open day to discuss a Bachelors in Recruitment and taking a holistic view of the industry, the most successful professionals stem from a variety of backgrounds, education levels and areas of professional expertise.

With that being said, it doesn’t necessarily follow that those working within the recruitment industry aren’t passionate about personal development and progression or motivated by opportunities to learn. If I take the issues highlighted in Deloitte’s Global Human Capital Trends Report and apply them to recruitment, or more specifically, Morgan McKinley, then how are we looking to address these factors?

Morgan McKinley has developed its own Learning and Development platform through our Career Pathways programme which our Ireland HR Manager, Sarah Bowers, has given an insight into recently.

Morgan McKinley has also identified 10 different development options available to everyone within our business at all levels in order to promote and encourage home grown talent. One of programmes is the Management Development Programme, which, in conjunction with our external leadership experts Fiona Lander (APSCo) and The Chartered Management Institute (CMI), we run an integrated, accredited programme incorporating six workshops, e-learning leadership support and project work that is assessed by the CMI.

Another programme which Morgan McKinley has designed is the Senior Leadership Programme, which identifies a number of leadership behaviours that are critical to the future success of our business and the programme is aligned to these.

If learning and development is important to you in your career then it’s vital to be a part of a business which will support this, but also to take ownership for driving your own personal growth and utilising any opportunities you may have to do this.

If you are interested in discussing career opportunities within Morgan McKinley then please contact Kirstine Forrester, Talent Acquisition Specialist on kforrester@morganmckinley.com.au.