MightyRecruiter5 Ways to Avert a Talent Acquisition Crisis
After the economic recession in 2008 began, an interesting pattern came to light. Unemployment was high, and jobs were scarce, but employers said that they could not hire folks for open positions because no one qualified enough had applied. Whatever the reasons for a tremendous number of unqualified folks applying (perhaps since jobs were so short in supply, people applied for anything they could see), this aspect of the recession helped business realize something. They needed strategies in place to avert a talent acquisition crisis, and so does your business, no matter the state of the economy. You just never know when a few of the openings you post won’t attract enough skilled candidates. With that in mind, here are five ways to stave off such situations.
Way 1: Develop Plans for Education and Retraining
When your current employees as well as applicants for open positions are lacking in certain attributes, education and retraining are two simple tactics to get around this potential talent acquisition crisis. In fact, it is a good idea to develop a workplace culture that promotes constant learning, no matter what. Set up formal programs for certain career tracks, and encourage employees to apply for these programs. Other development tools include:
-Online classes
-Mentoring
-Coaching
-One-on-one training
-Small-group training
-Tuition reimbursement
-In-house workshops
More on cross-training: Not only does it make for more well-rounded folks and get different people to socialize with one another, it helps employees pick up new skills. And you never know when these new skills will be needed. You should also lead by example. Make a point of showing that you follow what you preach. Take classes, and talk about your experiences with your employees and on the website of your business.
Way 2: Bring Retirees Back to Work
That’s right; tap into the abilities of folks who retired last year, five years ago or even further back than that. In many cases, they will be eager for the opportunity. Here’s why.
-Their financial situation is often tentative.
-They are living longer and thus need money to stretch longer.
-They need more challenges and stimulation as their lifespans increase.
-They are open-minded and ready to reshape what retirement means.
Naturally, the work situation of retirees will not be exactly the same as when they worked during traditional ages. For instance, they might be willing to help out but only on a part-time basis. Offer these incentives and go out of your way where it concerns:
-Telecommuting flexibility
-Work hours flexibility
-Contractual agreements
-Health insurance
-Higher pay
-Accommodations for disabilities
Way 4: Keep Talent on Hand, and Create It Yourself
Work proactively to find talent so that you have a list of qualified folks on hand when the need arises. For instance, if someone applies for your organization and is not a good fit for a position but may be for another (not open) job, keep that person’s information on file. Find the talent where it is; for example, what about asking your current talent You need to set up an employee referral program. Your employees know what working at the business is like and what types of people will succeed there. Chances are high that they know folks who are ideal to come on board.
Another approach to finding talent is to get involved with higher education institutions. Tell career centers and educational departments what your business needs and how they can help. Set up internship programs, and host workshops at the colleges. No need to stop there, either. You can go even younger. Attend school board meetings to tell educators what skills gaps are looming, and ask for permission to appear at schools to speak.
Way 5: Educate Management
A business is only as good as its management, and this remains true when a business cannot find qualified employees. It may be that your company needs to educate management on ways to proactively source talent so that a talent acquisition crisis never happens. Managers must be aware of the present needs of a business and be able to predict needs down the road. They must also know how to implement the strategies above; for example, how to set up educational retraining programs and how to bring retirees back on board.
With these five tactics in hand, you are in great position to avert a talent acquisition crisis. No matter how tough times are, you’re bound to find qualified folks to help your business weather these storms. As you learn about other ways to make all-star hires, turn to the resources here at Mighty Recruiter for further guidance.