Our Recruit Potential project will address the challenge that the future labour market demand for specific skills in certain professions, will in many cases be higher than the supply. The project will seek to encourage a change in the employers’ strategies. A change that will result in more inclusive recruitment techniques, where individuals without all the skills traditionally required for a position could be employed. Our goal is that people would be recruited on their potential and then educated by the employer to reach the skills required for the position.


Activities that are supposed to tackle this issue are often formulated in organisational or cross-sectorial strategies for supply of Skills and Competence. It often includes Attracting and Recruiting, Career Transition and Guidance, and would also aim to ensure that employees are, through teaching and training, continuously adjusting to future demands of the labour market. But generally, this implies and encourages a position where the employer is an employer and separated from the educator, keeping the two worlds of education and jobs apart. Our solution therefore is not only to increase cooperation with and between the external actors but also to encourage an employer’s interest, attitude and capacity to implement in-house training and apprenticeship programmes.

Our project therefore has 3 objectives that will promote the employer’s role in supporting an inclusive labour market through:

  • Increasing the competence and knowledge of staff and management who design and implement Human Resource (HR) Policies
  • Supporting the development of attitudes and skills in those staff who write job descriptions such that they do not inadvertently discriminate or create unintended barriers
  • Identifying and exchanging good practices highlighting “Employers as Educators” who support current staff and potential applicants with different or unconventional skills/experiences to adapt to the needs of the labour market

Through these objectives, our long-term aim is to lower barriers for disadvantaged target groups with low/basic skills, with qualifications that do not fit into pre-defined preferences or who in other ways could be discriminated due to gender, race, age or disability. In other words the project would like to support a shift where recruitment is based more on an individual’s potential rather than their formal education.


Our project aims to complement more traditional collaboration within the skills gaps/mismatch agenda. This will be achieved through focusing on supporting the development of Human Resources policies with a strong dimension of inclusion. Through inclusive recruitment strategies, supporting changes in attitudes and building knowledge, the HR staff and management will be important agents of change towards a labour market where potential in certain cases is as important as experience and formal education.

To achieve this, we will pursue the following objectives:

1. Joint training program.

2. Curriculum on inclusive recruitment.

3. Multiplier event.

4. Open Educational Resource.