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  • Investigating the World Cup: What Does the World of Recruitment and the World Cup Selections Have in Common? – Part 1


    Now that the world cup squads for 2014 have been selected and with everyone preparing for the football tournament which starts on 12th June we wanted to explore over the next couple of weeks the similarities between picking the ideal candidates and choosing the right players during the world cup selections. We will be posting articles every week for the duration of the tournament, so keep checking back in as we will be posting how the selection of the players compares to the recruitment of candidates within our industry.

    The choice between youth and experience

    In the recruitment industry there is an on-going problem with there being a shortage of skilled/experienced candidates, largely because there remains a mismatch between the skills that are needed and the skills that exist within the UK workforce.

    In April 2013 the Recruitment & Employment Confederation (REC) published a warning that the skills shortage in various sectors was resulting in a two speed labour market with a dearth of candidates with in-demand skills (developing) at the same time as an unacceptably high number of long term unemployed who don’t have the skills and experience necessary to take advantage of the jobs that are currently available.

    Lack of experience is often a factor that can affect new candidates coming into the jobs market, especially after they have finished college or university education, due to the overall workforce being deluged with experienced candidates a lot of employers now have unrealistic expectations for lower-level jobs.

    The football industry is not too dissimilar from that of the recruitment market, as football managers often have to make a decision between youth (I.e. Luke Shaw) and experience (I.e. Ashley Cole) when they select which members of their squad will play a match. There is a stigma about older football players not being able to keep up with younger players on the pitch because some people say they haven’t got the power or the stamina to keep up, with many players retiring before they reach the age of 40. However, older players do have a lot more experience of the game and of playing in high profile matches than some of the younger more physically agile players do.

    The key for both recruitment consultants and football managers is to find the right balance between skill and experience for the project/match in hand. Younger candidates and players will only be able to build up their experience if they are given a chance to show that they can perform well on the job. Whilst you can’t lose sight of the experience and the know-how that an older candidate/player can bring to a project or a game because on one hand a candidate/player may have the skills required, but it is a different thing actually applying those skills in a real-world situation.