There's an overlooked talent pool right under our noses - but we may be too blind to see it!

Companies across sectors are scrambling to fill vacancies and maintain retention rates. Amid this struggle, many organizations are overlooking a vast, untapped resource: workers in roles traditionally viewed as "dead-end" jobs—such as cleaning staff, security personnel, and porters.

These workers, often outsourced and undervalued, possess many of the traits that employers actively seek in candidates. According to a recent Indeed article, key qualities employers value include responsibility, dependability, integrity, and a strong work ethic. Despite being in roles often seen as low-skill, these workers consistently exemplify these attributes, often with minimal supervision and recognition.

An overlooked talent pool

Consider the nature of work performed by cleaning staff or security personnel. These roles typically require employees to work unsupervised, often during unsociable hours, where they must manage their tasks independently. Their level of responsibility and trustworthiness is high, especially when working around sensitive information or personal belongings—demonstrating integrity and reliability, two traits essential in any role.

Flexibility is another key trait. These workers regularly adjust their schedules, take on extra hours, and adapt to changing responsibilities on short notice. A McKinsey report highlighted that

62% of employees believe adaptability is crucial to job satisfaction and employer loyalty

something these workers display daily, though often without acknowledgment.

Breaking the "dead-end" perception

Why, then, are these individuals stuck in roles with no clear upward mobility? Why do we assume that those responsible for maintaining a clean workspace or securing a building cannot learn more advanced skills if given the opportunity? They may lack technical expertise required for certain positions, but that gap could be bridged with training and development.

A Gallup survey found that

94% of employees would stay with a company longer if it invested in their career development.

Rather than viewing these workers as replaceable, businesses should see them as potential talent—people who already demonstrate the dedication, reliability, and work ethic that more specialized roles demand. With proper training, they could be well-positioned to fill skill gaps, especially in a tight labor market.

The benefits of investing in frontline workers

Investing in these workers presents clear advantages for businesses. Promoting internally not only boosts retention but also tends to yield higher long-term performance. A 2023 Harvard Business Review study revealed that

promoting from within can improve retention by up to 20% compared to external hires.

When workers see a clear career path, they are more likely to remain loyal and engaged.

Additionally, these employees have valuable institutional knowledge. Having worked behind the scenes, they understand the company’s culture, operations, and values—an often overlooked advantage that can help them transition smoothly into more skilled roles.

For the workers themselves, the opportunity for career advancement can be life-changing. Offering a pathway out of traditionally "dead-end" roles can improve their financial stability, boost morale, and enhance their sense of self-worth. This, in turn, creates more engaged, loyal employees who are eager to contribute to the business’s success.

A shift in perspective

It’s time to rethink how we view these workers. The idea that lower-paid, outsourced roles are filled by individuals with less potential is simply wrong. They already demonstrate many of the qualities that make for outstanding employees, and with a modest investment in their development, they could help solve today’s talent shortages.

Recruiters and staffing strategists should open a dialogue with these workers. Assess their interests and capabilities. If their current roles are as easily replaceable as some believe, the risk of promoting them is low—but the potential reward is significant. You could gain a dedicated, well-trained employee who already understands your business and is eager to grow alongside it.

In a talent market where every advantage matters, businesses may find the talent they’re seeking is right under their noses—if only they are willing to look.

Spotting potential in your business

As well as analysing the experience employees are having in your business, as well as their wellbeing, engagement and satisfaction, the WellWise Diagnostics system has the power to identify teams and departments that are harbouring high-potential talent. Those with high levels of personal accountability, who are eager to learn and grow, but who are not being recognised by their line managers and as such are being held back. Whilst we can't point to individuals due of our anonimity commitment, we can point to indicators of where to start looking and what to look for both in terms of untapped potential and managers failing to realise it. Please get in touch if this would be something your organisation could benefit from.