Over the past few weeks, I’ve had the privilege, as Pro-Chancellor of De Montfort University, to present certificates to graduates at their ceremonies. Meeting so many talented individuals at the very start of their careers is an honour, and it’s a reminder of the potential future leaders already coming through.

The conversation in business circles often focuses on “skills shortages” and the difficulty of finding experienced candidates. It’s true that competition for talent is high, but from where I’m standing, there’s also an incredible pool of emerging talent ready to grow into those roles.

Through our BrightER Futures programme with DMU, our partnership with EMA Training Ltd, and our work with schools, colleges and universities across the region, we see students, apprentices and graduates who are adaptable, digitally fluent and full of transferable skills. They may not tick every box yet, but they have the drive and ability to learn fast - and that’s exactly what many organisations need.

In my role on the East Midlands Chamber (Derbyshire, Leicestershire, Nottinghamshire) Board and with Scarlett from our team Chairing Generation Next - Helping you thrive , I meet these future leaders face-to-face. They’re ambitious, innovative and eager to contribute. The key is recognising their potential, not just their current experience.

We’re fortunate to work with businesses who are already embracing this mindset. They’re filling skills gaps in creative ways, whether that’s appointing emerging talent straight from university or apprenticeships, supporting someone experienced through a complete career change, or upskilling existing employees through training.

What we see time and again is that values, attitude and cultural fit often matter more than a ready-made skillset. The organisations making the biggest impact are those who recruit for potential and invest in people, and the results speak for themselves.

Through the training we deliver to clients, we’ve shown how to identify transferable skills and look beyond a rigid checklist. For many, it has completely transformed their recruitment process, opening up a wider talent pool and strengthening retention.

Talent exists at every stage of a career. It’s not just about “young people coming through,” but about recognising capability wherever it lies, and giving people the chance to grow. By doing so, businesses are not only meeting their immediate needs but also building resilient teams for the future.

I’m always grateful to meet inspiring young people. And while I may not understand every phrase they use, I’m certainly ready to ‘slay’ the week ahead. 

The future workforce is ready.

The question is, are businesses ready to hire differently?