FINDING EMPLOYEES: THE IN’S & THE OUT’S, PART 1

If you are reading this, you almost assuredly know this statement to be true – “Right now, finding good employees is as hard (or even harder) than ever.”

Let me pose some important questions:

• 1) Is your posting an ad on one or more of the most often used job sites producing the volume & caliber of applicants that you want?
• 2) Is your organization’s level of talent acquisition competency at the expert level?
• 3) Do you have the necessary resources allocated to this challenge?
• 4) Do you expect this upside-down labor market to improve soon?
• 5) Do you think there’s a “magic bullet” solution?
• 6) Is the adverse impact of your not being able to find & hire something you want to or can afford to continue living with?

The most common responses to these questions are:

• 1) It used to, but this is not working anywhere nearly as well as it used to.
• 2) We may not have been experts, but we were doing a relatively good job at it – but not now.
• 3) Not enough because of how much more time needs to be spent on hiring.
• 4) Speaking realistically, I doubt it.
• 5) No, like most business challenges, the solution has multiple components.
• 6) Absolutely not.

Here are some actions that an organization can take:

• 1) Enhancing the skill level of your recruiting staff
  • Improving the skill level of employees is almost always a good step. However, the length of time to get the results you desire may be too long.
• 2) Hiring an employee or employees with greater recruiting skills
  • Hiring a skilled recruiter or recruiters as employees may be very difficult because they (just like other skilled employees) are in great demand.
• 3) Offering hiring bonuses to candidates
  • This certainly has proven to be effective in past employee shortages, and is again proving to be somewhat effective in this shortage.
• 4) Providing retention bonuses to existing employees—at least to those in key positions 7/or hard to fill ones
  • Same comment as to hiring bonuses applies.
• 5) Incentivizing current employees to become “recruiters” with their family, friends, other soccer parents, those at their church & others.
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  • This approach certainly doesn’t work if your employees do NOT feel good about their being an employee of yours.
  • This is a subject for another time!
• 6) Turning to search firms since the really good ones are proving they are able to find talent even during this cycle
  • A search firm’s talent is finding talent – even in difficult times such as now.
  • Yes, it is expensive but when you count the cost of not doing so you may conclude the expense is justified, especially given the results they deliver

Stay tuned for “FINDING EMPLOYEES: THE IN’S & THE OUT’S, PART 2”

Author: Salvatore LoDico, CEO
The HR Godfather™