What can you do to help find that qualified individual?
- Align your HR and workforce strategies to your business strategy.
- Understand what skills will be necessary both short-term and long-term to meet your goals.
- Assess your current workforce- include current skills, the age of the current workforce to predict retirements (loss of skills and when), etc.
- Conduct a gap analysis to find the answers to these questions:
- How many skilled workers will we need?
- What skills?
- Where will we get them?
- Do they currently exist?
- Will we have to "make" them through our training investment?
- Re-evaluate your employee training. Make sure you are offering both new and current employees the training they need to keep their skills relevant.
- Consider a competency-based job description and recruitment ad (see Skills or Competencies…What’s the Difference), focusing more on a candidate’s attitudes and aptitude for the position rather than your ability to check off all skills. If the candidate exhibits potential, you can always mold their skills to meet the requirements of the position.
- Once you’ve obtained a skilled workforce, by all means, do what you can to keep them. Set up a culture in which people want to stay.
No matter the number of fish in the sea, if you don’t first identify what you need, your chances of reeling in the right one is slim to none. Know what skills you need, the skills your current employees possess and lack, what skills you may lose due to retirement or resignation, and design a plan that will not only address the skills gap today, but one that will also keep that gap from widening once again.