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The increasing talent shortage is becoming a great headache for employers. One argument focuses on problems with the education system. Others focus on technology advancing faster than employees can keep up. The facts remain that many employers are finding it difficult to solve the talent shortage.
Five hiring tactics employers can use to fill talent gaps include:
If a business experiences a skills shortage, hiring contingent employees can help close the gap. Following the increased availability that contingent workers now offer, they can work in any environment and deliver according to their areas of expertise. The strategy has more cost effective benefits and can be done within a relatively small budget. These flexible workers can quickly fill a talent shortage.
The growing skill and talent shortage has made it necessary for organizations to partner with schools to find workers. In some cases this has enabled employers to get tailor-made skills specific for a company. The partnership satisfies the skills mix the talent shortage has left undeveloped and accommodates just what the employer may demand. It will also open the door for skills transfer and industry experience through internship which may result in better distribution and retention of skills.
The talent gap can be minimized by re-evaluating how the interviewers or staffing agency conducts the recruitment. Necessary changes are important to ensure that inefficient recruiting efforts don’t slow down or diminish the company operation.
The move will ensure that you put in place the right practices and employ the most competent workers to overcome a talent shortage. This will also see growth encouraged among employees – better working relationship and satisfaction. Putting better techniques into effect when conducting employee recruitment will lead to getting more of the right skills.
Cross training most employees on basic job duties may lead to effectiveness when it comes to work delivery. In the same manner employers need to realign all the potential skills that are already in the company to ensure the employee skills are being optimized.
This will give more freedom to employees to try out what they understand best in different ways. It can easily broaden and improve their skills.
The foundation of any organization is basically the services offered and the skills used to deliver them. You can bridge any talent shortage by encouraging internal and external training. By putting employee training as an important activity, more talented people are likely to join your company and remain as they gain skills and perform better.
The list can even be longer than 5 employment tactics. Consider other steps employers can take to reduce their skills and talent shortage. When focusing on the talent gap, improve your recruiting to avoid making it a growing problem within your company.
Several of these 5 employment tactics will sacrifice some short-term productivity, but will yield longer term solutions. Research shows today’s recruiting difficulties will not be going away over the next 2-3 years.
We’re very excited to launch Flexicrew’s Employer Advocate. We will post on many issues – from using a staffing agency to using seasonal workers, from risk of law violation in hiring, to retention of quality talent.
Talent acquisition and workforce management are difficult, so we will provide tips and shortcuts from our experience.
The tone will be serious and conservative – meaning factual – but with a light touch to make dry subjects readable.
Periodically, we will ask for your feedback by having a periodic survey or poll on the blog.
We hope you ask questions about what interests you because the Employer Advocate must be a useful tool for you. In other words, we plan to blog what you want to read.
How will we achieve this?
In the first place, the blog will offer content in several categories:
So, welcome to Employer Advocate blog, the online magazine devoted to:
• Helping you take the next steps in managing your workforce.
• Getting the most productivity out of your workplace
• Enhancing your career
• Meeting your goals.
Explore content focusing on important aspects related to achieving your ambitions and balancing your personal life on your path to career success.
In fact, please give us your feedback and pass along any topics you would like us to address.
So much office productivity is lost during March Madness basketball season. And it isn’t going away anytime soon. So why not make the best of the situation? Who knows? You might even win it all and get bragging rights for the remainder of the year!
Supervisors should review the company rules with all staff concerning work breaks and use of the internet for non-work related activities. So everyone is clear on what’s acceptable when it comes to March Madness.
Set the example by not getting sidelined from duties. If you complete assignments before talking hoops, team members will likely follow your lead.
Set goals and make sure work activities are scheduled for each day. Having them write down a daily to-do list helps them stay engaged.
Let workers wear their favorite team’s apparel or decorate their work areas to get in the mood.
Think about forming a competition where members can pick their favorites individually or in small groups and winners can rib their work-mates about their success in a friendly way. Your company could even award small prizes to winners.
Make sure workers put away their cell phones. This helps minimize the impulse to keep sneaking a peek for scores, texts from friends or social media updates that can distract them from their activities.
A JSA – Job Safety Analysis – is the most common type of general safety preparation employers can take against health and safety hazards on the job. It is usually a simple form that structures a quick hazard analysis that field supervision can use every day.
A JSA should be done before you start a task, after an accident or near miss, and if a new condition or hazard presents on the job.
Good detective work! You may have just saved a life.
Usually, an employment agency offering a temp service to their clients have a range of experience with clients who have diverse work processes and office cultures. We thought an employment agency may be a good source to suggest some good tips for becoming a best place to work.
We know we must have boring old rules in the workplace for efficiency and safety. But employees also need to feel satisfied and fulfilled to stay with that company. Comfortable, satisfied employees lead to reduced turnover, reducing costs.
An ideal workplace should not micromanage every detail of the work day. Good leadership will encourage all employees to practice quality independent work habits. These habits shouldn’t interfere with the results of others and result in goals being met. Everyone should be encouraged to respect and learn from the style of the others.
Even contractual or part-time workers, provided by a temp service or an employment agency, can and should be given autonomy if they demonstrate good work habits.
All new hires should be recognized as important parts of the company and be introduced as such. If done well, they will feel themselves to be an integrated part of their organization and give their best from the beginning.
New employees should not feel scared of approaching their supervisors or managers in case of any difficulty in doing their work. All team members should receive equal guidance and professional support from company managers.
Employees crave recognition. Some studies show it is more important than pay or rank. Newer employees should be recognized for even nominal achievements so that they know they are fitting in and growing into the position.
Sometimes the process of giving some inexpensive token, like a pen or a T-shirt, can also enhance the enthusiasm of employees. If employees have suggestions for changes in the existing system, hear them out. If the suggestion is worth being adopted, great! Give them a shout out for the idea. If not, explain why but encourage them to continue to come to you with new ideas.
Trained employees are better employees. Employees given access to training feel supported in their roles. Also, corporate goals can be regularly reinforced with the latest research and methods related to company processes.
Other added benefits are that well trained employees will be able to deliver better service to clients. Also, these more well-rounded employees are better prepare to move up the corporate ladder when needed.
Employees who make mistakes in their work should not be reprimanded in front of others. This can lead to demoralization and animosity among the team.
Rather, call the employee aside and speak privately. Weaknesses can be pointed out quietly and the processes redirected to improve work habits or attitude.
There is a lot of info out there on how to set a reasonable workload for employees and when enough is enough. When it’s too much, the employee turnover rate is high and the corporate reputation suffers. Good potential candidates will think again about working for your company because they don’t want to work in such a stress-filled environment.
Another effect of increased workload is the risk of accidents. Give every employee an amount of work which he/she will be able to complete successfully without error or injury.
Don’t be a workhouse, but a place where everyone comes ready and willing to work and each has a degree of flexibility that they individually control.
Help create happiness and be a Best Place to Work.
By Will Brennan, Oldest Intern in the Staffing Industry