Planning – Future Proof Your Recruiting Strategy

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Planning – Future Proof Your Recruiting Strategy

Start planning today for the workforce you need tomorrow.

The long view is important in any industry.  We talked earlier about a report from the World Economic Forum (WEF) that discussed industries likely to be impacted for the better—and the worse—in the next three to five years.

While the economy and political climate remain unstable, the market is ideologically becoming accustomed to ongoing transition driven by technological development.  The Internet of Things (IoT), automation, machine learning, and rapid improvements in computing, data analysis, delivery, and storage require agile thinking now—to ensure relevancy in the future.

Estimates place the freshness factor of technical skills at about two years.  In that time, hires made for cutting edge tech skills may no longer align with the strategic direction of your firm.  With quick turnover in required skills, how do your compose your workforce to meet the challenge?

No crystal ball needed—just good planning

Sustainability is not a buzzword—it is a vital business objective.  The composition of your workforce can be configured to support sustainability, gap, and succession planning, or, you can scramble to onboard the hire of the moment to serve immediate needs.  The latter method takes more time, money, and does not serve long term goals.

So how do you future proof your recruiting cycle?  Consider these tips:

  • Know your industry: As HR, hiring manager, or recruiter for particular industry sectors, it is your job to know where your business is going.  Watch for growth in data analysis, computing and engineering, sales representation, and the service industry.  New technologies will outmode manufacturing, administrative, and other processes that depend on legacy skills.  What are the short and long term goals of your business?  When you have a vision of a desired future state, you can begin to plan—and recruit—for it.
  • Percentages: To reach certain goals, the onboarding of new talent will be inevitable. Put a structure in place now to track and identify needed future skills.  As those positions take more visible form, stay attuned to your resource pools—internal and external.  Develop talent from within, create a lineage of progressive positions and support a sector of capable employees as they step up to fill new and vacant roles.
  • Evaluate your workforce: Understand the depth and breadth of your current workforce.  While you know how many chairs are filled, you may not have a good sense of the skills, potential, and career plans of employees.  Workforce evaluation is a powerful tool for retaining valuable employees and planning for the future.

A resume is usually not the best means of assessing the potential of an employee.  Resume materials, out of necessity, are pitched toward a specific position with a defined skill set.  The talent pool within your organization is highly accessible capital to tap for future goals and succession plans.

In addition to a review of personnel files for history and performance information, create an effective employee development plan.  Before you impose training, find out about preferences and capabilities.  A long-term career development plan is a great engagement tool and gives you a platform to develop talent you need in the next three to five years.

  • Hire for adaptability: Revise your recruiting strategy to encompass longer term goals.  While top candidates may have the skills you need right now, do they have the adaptability your business needs into the future?

Is your candidate interested in broadening their reach, or are they comfortable inside their known skill zone?  Candidates who are self-motivated, curious, and learn quickly populate the segment of your workforce intended to future proof your organization.  Along with aptitude tests, take the time to know your candidate pool to help HR and team leaders gauge motivation and ability to upskill when needed.

  • Organizational review: As you envision future capabilities, be sure HR is ready for the challenge.  Will your business use contract workers to ease the skills gap?  Do you have a policy in place to vet, onboard, and offboard contract workers?  Do your benefits and pay policies meet new state and federal regulations?  Is your employee handbook updated and distributed?  Do you provide EEOC training to staff and supervisors?  Be sure your workers—and your company—are ready for the future.

Readiness is essential to meet the challenges of tomorrow.  When you need to discuss recruiting and HR software solutions, contact us at BrightMove.



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