When businesses lack crucial personnel, productivity and the potential for growth take a major hit. In a survey conducted by CareerBuilder, just under 60 percent of U.S. employers reported having job vacancies that stayed open for 12 weeks or longer. Those struggles to find people with the right skills cost companies an average of $800,000 a year, according to the HR managers who participated in the study.
For businesses to avoid being hamstrung by a lack of skilled employees, leaders and hiring professionals must develop forward-thinking strategies to meet staffing needs. The ability to plan ahead and move quickly to fill jobs can make all the difference in helping an organization to sustain productivity. With powerful recruitment software and a thoughtful approach to hiring, companies can take on the challenges of finding great workers and sustaining long-term growth.
Consider what skills the business must have
“Identify what skills, education and experience to look for in new workers.”
A proactive approach to hiring starts with a clear understanding of an organization’s current and future staffing needs. By analyzing existing roles and communicating with hiring managers, human resources specialists and recruiters can develop a sense of the competencies that matter in planning for the years ahead. Identifying precisely what skills, education and experience to look for in new workers can help to write targeted job descriptions and guide the interview process.
In a fast-paced business climate, the requirements of an organization can change quickly, so it’s important to be aware of areas where current personnel is falling short. McKinsey and Company pointed out that the best way to discover skills gaps is often by asking employees themselves. A simple survey can reveal where people are struggling, pointing the way for training initiatives and focusing the search for new hires.
Take into account current trends and future plans
It’s always a good idea to look at the bigger picture when creating and assessing staffing plans. Managing the workforce should grow out of an organization’s larger strategic approach, taking into account the current financial situation, any plans for expansion and seasonal shifts in business. In addition, outside factors, such as new regulations or actions by competitors may also be important to determine what candidates a company hires.
Hiring professionals can take steps to make an organization more adaptable to these changing conditions. Establishing a branded job board and an online hiring community puts the business in touch with potential employees.This helps the company form connections and move faster to bring in contingent or permanent workers to fill gaps as necessary.
Act quickly and effectively to find candidates
A slow process in which hiring professionals struggle to determine what applicants have the right background is a major liability to strategic planning. It’s essential to find individuals with the necessary skills and experience, but slogging through resumes uses up time that HR specialists and staffers could otherwise use to engage people and prepare for the demands ahead. Advanced staffing software cuts through this problem by bringing data-driven automation to candidate matching.
Hiring professionals set customized parameters for candidate scoring, gaining instant visibility into which applicants best meet the organization’s requirements. They can even automate emails so candidates hear right away whether they have been removed from consideration or are being for a phone screening. Jobscience equips organizations with the technology they need to institute a strategic approach to hiring, staying on top of the latest developments and closing skills gaps.