Why Skills Matter More Than Ever
In today’s candidate-driven landscape—across Aerospace & Aviation, Engineering & Manufacturing, Renewables & Energy, and beyond—it’s clear that salary alone no longer secures commitment. Workers increasingly seek ongoing learning and career growth. According to LinkedIn’s 2025 Workplace Learning Report, career development is people’s top motivation for learning, and organisations with strong learning cultures are significantly more adaptable and competitive.
Meanwhile, layoffs, automation, and green-tech initiatives are reshaping demand. McKinsey reports that 87% of executives face skill gaps in the workforce, and employers estimate up to 50% of employees will need reskilling by 2025. For businesses, this means creating roles that include meaningful training programmes—not just reviewing pay bands.
Training Builds Loyalty and Reduces Turnover
A competitive salary may attract talent—but development opportunities give them reason to stay. LinkedIn’s 2023 report showed that 93% of organisations view learning as their prime retention strategy, and over 50% of employees value workplaces that support career growth. Similarly, McKinsey warns that addressing skill gaps through internal programs is now “an imperative at scale”.
While staff turnover can cost up to 200% of an employee’s salary, especially in technically demanding sectors such as F1, Defence & Security or Civils & Infrastructure, building internal pathways through mentoring and tuition support can yield long-term dividends in engagement, culture and innovation.
The Shortcomings of Salary-Only Incentives
It’s tempting to compete on pay alone. While an initial high salary can fill roles quickly, without developmental support this strategy is short-lived. Employees without a chance to learn are more likely to disengage, and eventually accept another offer with better growth opportunities.
In addition, continual salary inflation can erode margin, especially in industries characterised by slow ROI. Training delivers strategic return. Workers equipped with new skills improve productivity, safety, product quality and innovation—from advanced manufacturing methods to AI-driven design.
Future-Proofing Your Workforce Through Upskilling
Digital transformation, automation and sustainability are reshaping the technical landscape. Training enables internal talent to pivot into emerging roles—rather than leaving to find them elsewhere. As McKinsey notes: “Taking a skills‑based approach is no longer optional—it’s essential” for workforce agility .
Organisations that embed learning into their DNA—through apprenticeships, micro‑credentials, and on‑job coaching—outperform peers in both resilience and innovation outcomes.
Embedding Training in Recruitment Strategy
For hiring teams, highlighting training in job postings and interviews attracts candidates who are motivated by career progression—not just compensation packages. Millennials and Gen Z, in particular, prioritise learning paths and growth potential. Embedding clear development plans can make roles stand out—especially in technical or niche industries.
For candidates, asking about employer-led training initiatives can help assess whether the partner is invested in your professional future or just passing pay.
At VHR, we work alongside hiring managers in Aerospace & Aviation, Engineering & Manufacturing, Renewables & Energy, Defence & Security, Marine and F1 & Automotive to showcase roles that offer both competitive pay and structured development. We support candidates to find positions where long‑term progression is part of the package.
Putting It Into Practice
Whether you're hiring or job‑hunting, a skills‑first focus has practical implications:
· For Employers: Audit internal skill needs and offer structured development linked to business goals. Use mentoring, e-learning and peer-led training to embed growth.
· For Candidates: Seek employers who advertise training support, growth ladders or tuition reimbursement. Ask targeted questions in interviews about mentorship, internal mobility and L&D investment.
Guaranteeing continuous learning helps employers retain institutional knowledge and promotes internal progression—while offering employees meaningful and future‑proofed careers. Most critically, it demonstrates that skills matter more than salary alone.
At VHR, our sector specialists ensure that each role we recruit for carries a clear growth narrative—supporting both immediate requirements and long‑term career progression.
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