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Skills and training

Ask yourself:

  • Do any of these staff have untapped potential in the digital space?
  • Could the business use these skills on an immediate basis to build its digital activity and increase the adoption of technological devices that could save time, money and attract new business?

A skills audit will not only uncover the existing skills and knowledge profiles for particular individuals or groups within the organisation, but can also identify the gaps, if they exist, between the skills requirements of the organisation and the actual skills that exist in the organisation. 

  1. Determine what skills you need
    Cross-match your digital strategy to determine how your digital goals translate into actual key performance indicators in your business.

    This will give you a better idea of who you might need to fill digital-specific roles, and if any of your existing staff fit the bill. 

  2. Get to know your people
    The first step in undertaking a digital skills audit is to take notice of the staff you have.
    Inform your staff of your plans to improve the digital functioning of your business and the acceptance of new technologies to encourage growth.

    You might find staff in one area have hidden talent for digital. 

    • The story of Jill from sales:

      Jill has spent eight years generating business leads for the company in a reliable and professional manner.
      She is consistently able to build relationships with new customers and has introduced several new and useful suppliers since she began her role.

      What you might also know about Jill, possibly from tea room or water bubbler conversation, is that she designs websites in her spare time, often for family and friends who are starting up businesses.

      There is no doubting that Jill is gifted in digital design, and she might just be the perfect person to begin a much-needed redevelopment and design of your own business website. 

      If Jill is happy to take on a new role for a period of time, her colleagues can pitch in to cover the territory of her normal role.

      The business can benefit from Jill’s existing talent by tapping into the peripheral skills of an employee it already knows and trusts.

  3. Training and development
    With the results of a digital skills audit in hand, future training and development within the business will be better targeted, and a comprehensive training and development schedule can be determined after you gain knowledge of where existent skill sets lay.

  4. Seek specialised digital recruitment
    After a digital skills audit, your staffing needs will be better defined and more likely to result in the best candidate.

  5. Look for companies who specialise in tracking down new media and interactive media specialists, digital producers and those with expert experience in similar roles or industries.

  6. Implement change

    After your digital skills audit you will be left with:

    • An understanding of the skills your staff possess and gaps that need to be filled.
    • A targeted analysis of how to best develop your business’s digital strategy.
    • A great roadmap for future digital training and development.
    • Data that specialist digital recruiters can use for internal or external recruitment.
    • Information that can be used for succession planning and business development.
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