We are reminded almost daily about the talent shortage but what have you changed in your business to remain competitive into the future?
Do you have a budget for the recruitment and retention of staff?
It is taking longer and costing more to source suitable applicants. There is upward pressure on salaries due to both increased costs of living and the talent shortage.
Selecting the right people
Despite the skill shortage, continue to consider closely those people you choose to take on board your organisation. They are the people who will drive your business and they need to drive it in the right direction ie towards your business goals and vision.
Employees of Choice
With your business goals in mind, understand what your company has to offer, what is your company culture and values, how do your salaries compare to your competitors? How driven do you expect your team to be? If you are not sure about this, ask your current employees. You may want to improve this offering over time but for now, understand who it is that will be attracted by what you have to offer and importantly, are likely to stay with you. It may not be the high fliers.
Define and Communicate Your Offering
Be sure to communicate your business direction to all team members and describe how their role contributes to reaching your business goals. Be clear about performance expectations, roles and responsibilities, skills, abilities, beliefs and values, rewards and recognition. Communicate your offering to all employees and potential employees to align their expectations with yours or they will not stay. Take time to develop and review your position descriptions each time you recruit at least and be careful not to sugar coat positions to attract someone you think you want on board.
Understanding Your Employee Markets
Do you know why some people are attracted to your organisation and others are not? Do you know why people choose to leave your organisation? Do you understand how to motivate and manage the different generations in your workforce? Just like your customers, your employees are different and require different attraction, management and retention strategies.
Consider developing the tools you might need to achieve all of this: a plan for your business; position descriptions; performance feedback system; recruitment strategies and systems; exit interviews; an onboarding program including pre-recruitment, induction, initial training and development.
Abbertons Human Resources works with employers who realise that employees are the fuel that drive their business investment.
We bring together quality people and organisations with aligned skills and values - As a result individuals thrive and our clients receive a positive return on their investment, a strategic market advantage and increased business results.
We also assist employers in developing the business tools discussed in this article.
To find out more go to www.abbertons.com.au
Business Manager and Consultant
Abbertons Human resources