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Why you need to conduct a skills audit 

Why conduct a skills audit?

Great practices need to conduct a skills audit because you have an amazing array of talent within your organisation, but much of it is hidden from view. Your employees have passions and skills which they, and you, are not utilising. A foreign language, a history within a niche industry or a passion for content creation. These are valuable skills which your employees would love to pursue – and which could win you more clients. 

Also, by performing a skills audit and highlighting these hidden skills, you may too uncover areas where an individual’s skills base may need improving. By performing a skills audit and highlighting these gaps, you’ll not only improve your retention rates and productivity– but also identify the skills required for new hires.

A key part of the skills audit process is having management on side, engaged and excited about this project. This will in turn ensure that your staff feel that this is a positive task and something which will benefit them. You should invest as much time into planning and communication, as implementation, analysis and training. It would be wise to appoint a project manager or team to the data collection project, so there is continuity and a single point of contact for any questions.

What to record in a skills audit?

You’ll also need to define what kind of skills you should record. Do you want to include formal qualifications, languages, technical talents and softer interpersonal skills? Soft skills may be harder to measure, but they are just as valuable to you. 

Next, how will you collect the data? Questionnaires or interviews? Questionnaires are a less time consuming and inexpensive way to conduct a skills audit. However, you may gather more detail from a 1:1 interview. A combination of the two often works quite well. 

Then for the exciting bit! Uncovering all of the hidden talent and previously unused skills which can be deployed across your organisation. And also fill any skills gaps with training, so that your team are the very best they can be. All of your hard work will have paid off! There’s just two more steps to go.

Reflect and evaluate – what worked well and what could you have done differently during the skills audit process? This is an important stage of the process, as the final step is repeating the whole activity again in a year. That way you can track leavers and joiners and also any changes in skills. 

If, at the end of the process, you identify the need for new roles within your organisation – speak to Public Practice Recruitment Ltd, who can match you with talented accountancy professionals.

Public Practice Recruitment Ltd works with all disciplines and levels of accountancy, which provides a specialist knowledge of the industry. From independent boutique practices to top ten and regional accountancy firms – your needs are fully understood and matched precisely. 

Call today on 03335 777 787 or send us your name and number here and we’ll get in touch to find out more about you. 

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