Background Image
Show me

Talent pipeline: headline statistics


Finding talent

Our research shows that there's cause for concern at the current state of the UK's leadership and management talent pool and pipeline.

93% say low levels of management skills will impact on achieving their business goals

Management capability and succession planning is a major concern for UK employers. An overwhelming 93% of respondents say that a lack of sufficient leadership and management skills is having an impact on their business achieving its goals.

Most organisations lack a functional talent pipeline - a joined-up approach to development that allows skills to flow through an organisation - and many have no talent plan at all.


Only 55% of managerial vacancies are filled internally

Organisations are struggling to find suitable internal candidates with the right mix of skills and attributes for leadership roles. And the proportion of internal appointments decreases at higher levels - only half of senior management vacancies are filled internally. This suggests that the talent pipeline isn't working as well as it should be.


47% of employers cite lack of internal staff capability as a barrier

Almost half of respondents identified a lack of capability in-house as the biggest barrier to an effective management pipeline. Our research also revealed insufficient investment in training and development and a lack of talent strategies. Without these core development components in place, employers will struggle to overturn their skills deficit.


Only 57% have a plan in place to ensure a pool of future leaders

A talent plan is critical to helping employers match skills development with internal needs. Yet only 57% of respondents have a plan in place. Smaller businesses are the least likely to have a management development strategy - one in four say that it's managers' own responsibility to see to their training and development.


59% of businesses don't have a graduate recruitment programme

Our research shows a strong correlation between talent planning and graduate recruitment - those with a graduate recruitment programme also tend to have a more coherent strategy for managing talent throughout the business. A joined-up approach to graduate recruitment is a reliable indicator that an organisation is focused on talent.

We also found that more than one in three employers feel universities could do more to prepare graduate for the workplace by developing the core skills and attributes required of new managers.


Just 18% of employers expect managers to have management training before being appointed

This suggests that four out of five companies regularly promote people to management roles without any management training. This suggests a need to promote the lasting value and cost efficiency of talent planning, development and succession management.


Find out more and download the report


  • rosemary rmr

    A major concern for UK employers is management capability and succession planning. To achieve goals in business it is necessary to have sufficient leadership and management skills. It is found that smaller business are the least likely to have a management development strategy.

    <a href="">optimum triple play</a>

Add a comment