Employers are taking active steps to improve candidate and staff engagement with individuals from specific groups in an effort to overcome ongoing skills shortages. That is according to a survey of 1,500 UK-based hiring managers by international talent acquisition and managed workforce solutions provider, Guidant Global.

When quizzed on which demographics they are prioritising, 18% of respondents said they are focusing on emerging talent to boost future pipelines while 17% said they are directing resources into engaging female talent. A further 13% of hiring managers indicated that they are taking steps to tap into disabled talent pools while both BAME individuals and those returning from a career break were top targets for 12% of those surveyed.

>See also: What is diversity hiring?

Other groups which hiring managers are actively seeking to engage include: individuals with a criminal record; those from lower socioeconomic groups; LGBT talent; and older workers, which were targeted by 8%, 7%, 6% and 4% of employers respectively.

>See also: Why businesses will miss out by not hiring older staff

The news comes as 78% of all respondents admit they are currently finding it difficult to access the quality and volume of talent their businesses need to thrive, with 16% of hiring managers viewing tapping into underutilised talent pools as their ‘greatest opportunity’ from a talent management perspective.

Commenting on the findings, Simon Blockley, Managing Director, EMEA, at Guidant Global, said: “With almost four in five hiring managers indicating that they struggle to source the skills they need to thrive, it is unsurprising that organisations are increasingly exploring wider and deeper talent pools. However, in order to effectively engage specific demographics, organisations must implement communications strategies which resonate with their intended audiences. The employers that we work with are enjoying success in this area through revaluating not only the messages that they are sharing, but also the mediums through which they are communicated. It is now universally recognised that diversity of thought breeds innovation, and by tailoring employer of choice messages to specific groups, forward-thinking organisations are unlocking the potential of diverse talent.”