How To Hire During A Talent Shortage

This quarter, SHRM announced it would be harder for companies to find heavy skilled workers. These workers are often found in industries such as manufacturing, construction, truck driving, healthcare and IT. As the economy continues to improve, we’re starting to see more mobility in the job market. But these industries continue to stagnate.

Analysts point to a variety of reasons why we’re not attracting talent in these areas. These include information on slowing birth rates, an inability to seek out older workers, and emerging markets overseas. No matter the source, the reality is that recruiters are going to have to become a lot more nimble to hire during a talent shortage.

Hire Out Or Develop Talent Internally

When there is a talent shortage, companies need to increase their flexibility in order to hire. Rather than simply seeking an outside worker, companies should start looking inward to determine which skills they can develop. There should be no shortage of talented employees who would like to develop new skills in order to move up the corporate ladder. Take for instance an entry level customer service representative. He may be in school for Computer Science and would make a great trainee for an IT position.

Employers should be aware of these developments in their workforce. These present great opportunities to develop talent from within and to increase cross- functionality.

Payroll giant ADP cites only 58% of companies have a talent development plan in place. Without a plan, how do executives develop their workforce? The truth is many companies don’t. And they don’t realize what they’re missing until they’re faced with trying to hire a critical role during a shortage of skilled workers.

Tweet this: ADP cites only 58% of companies have a talent development plan in place.

Look For Experience Previously Overlooked

Many companies focus on attracting a younger worker to grow with the company. But the reality is that by 2020, the US Census Bureau estimates 50% of workers will be over the age of 50. That means younger workers may not be as readily available. And if they are, they may not possess the skills a company is looking for. It’s time to start looking outside of this model for skilled workers.

If you’re looking for a disciplined and technically skilled worker, try attracting more veterans. Veterans receive a variety of special skills training in the military. Coupled with a wonderful work ethic, you could have a winning combination on your hand. The federal government is also currently offering incentives to companies who hire veterans. What better way to say thank you to a veteran than by giving him a great job!

As an alternative, companies might also seek out older workers. In a recent survey, the Society for Human Resource Management found that 65% of companies did not seek to hire older workers. There is a stigma that sometimes follows older workers, a misconception that they are less technically proficient. But this just isn’t true. Older workers can be a great source of in depth knowledge and technical prowess.

Expand Your Search

Heavy skilled workers may be in short supply in some areas, but perhaps it’s time to increase the search. Using video interview software, companies can expand their search across borders to find the talent that they need. With 24/7 support, GreenJobInterview’s online interviewing platform is the perfect solution. Companies can expand their search within their budget and in a faster time frame. This can help open up a world of possibilities for companies failing to find the skilled workers they need.

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