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Hire train or outsource – how to close your skills gap

Hire, train or outsource: how to close your skills gap

25.08.2026

Insights

By By Jane Smith

Hire, train or outsource: How to close your skills gap

Finding the right people has never been more challenging. Many businesses are struggling to fill vacancies, while others are finding that the skills they need are changing faster than ever.

The good news is that there isn’t just one solution. Whether you’re a small business or a growing organisation, closing the skills gap doesn’t always mean hiring someone new. Sometimes the answer is to develop your existing team or bring in outside expertise.

The key is understanding which option is right for your business.

Option one: Hire new talent

Recruiting someone with the skills you need can be the quickest way to strengthen your team.

A new hire can bring fresh ideas, different experiences and specialist knowledge that helps your business move forward. They can also reduce pressure on existing employees and improve productivity.

Hiring is often the right choice when:

You have a long-term need for a particular skill.

Your workload is growing consistently.

You need someone who can make an impact from day one.

You want to build capacity for future growth.

The downside

Hiring isn’t always quick or inexpensive. Finding the right candidate can take time, and there are costs involved with recruitment, onboarding and training. There’s also no guarantee that a new employee will be the right fit, which is why taking the time to recruit carefully is so important.

Option two: Invest in training

Sometimes the talent you need is already working for you.

Training existing employees can be one of the most cost-effective ways to close a skills gap. Your team already understands your business, your customers and your company culture.

By investing in learning and development, you can help employees build new skills while increasing engagement and loyalty.

Training can be particularly effective when:

Employees are keen to develop.

New technology is changing how people work.

The skills gap is relatively small.

You want to improve staff retention.

Training takes time, and employees may not be able to apply new skills immediately. Some roles also require specialist knowledge that can’t be developed quickly. There is also the possibility that an employee may leave after gaining new qualifications, although many businesses find that investing in their people actually improves loyalty and retention.

Option three: Outsource specialist work

Not every skill needs to exist within your business full-time.

For some projects, outsourcing can be a practical and flexible solution. It gives you access to specialist knowledge without the commitment of recruiting a permanent employee.

Many businesses outsource areas such as:

Marketing and content creation.

IT support and cybersecurity.

Finance and payroll.

HR support.

Graphic design and web development.

Worth Adding Recruitment / Staffing / Talent Solutions ?

Outsourcing allows your internal team to focus on what they do best while experienced specialists handle specific tasks.

The downside

Outsourced partners may not have the same understanding of your business, customers or company culture as an in-house employee. Communication can sometimes take longer, and ongoing projects may become dependent on external providers. If the work becomes a core part of your business, outsourcing may prove more expensive over the long term than employing someone directly.

There’s no one-size- fits-all answer

Many successful businesses use a combination of all three approaches.

For example, you might recruit a new manager, train existing staff to use new software and outsource specialist marketing support.

Taking a flexible approach allows you to respond to changing business needs without putting unnecessary pressure on your team.

Ask the right questions

Before deciding what to do, take a step back and assess the situation.

Consider:

Is this a short-term or long-term need?

Can existing employees develop the skills required?

Would outsourcing be more cost-effective?

How quickly do you need the skills in place?

What will support your business goals over the next few years?

Answering these questions will help you make a decision that’s right for your business rather than simply reacting to an immediate challenge.

Think beyond today’s skills

The workplace is changing rapidly, particularly as digital tools and AI become part of everyday business.

When reviewing your skills needs, think about where your business is heading rather than just where it is today.

Adaptability, communication, problem-solving and a willingness to learn are becoming just as important as technical expertise. Building a team with these qualities will help your business stay resilient as new opportunities and challenges emerge.

How a recruitment partner can help

Closing a skills gap isn’t always as straightforward as filling a vacancy.

An experienced recruitment partner, like KESS, can help you understand the local talent market, identify transferable skills and advise whether hiring is the best option or whether alternative solutions might deliver better results.

With a clear understanding of your business goals, they can help you build a workforce that’s ready for the future, not just today’s demands.

Final thoughts

Every business faces skills gaps from time to time, but they don’t all require the same solution.

Sometimes the answer is to recruit new talent. Sometimes it’s about developing the people you already have. And in other cases, bringing in specialist support makes the most sense.

By taking the time to assess your options, you can make smarter decisions, strengthen your workforce and position your business for long-term success.