Today, companies are facing unprecedented workforce challenges related to the sansdemic, and they aren’t likely to resolve in the near future. Baby Boomers are continuing to retire, and the number of incoming workers from younger generations isn’t able to fully replace them. Birth rates also remain on the decline, meaning the situation won’t automatically resolve as children grow and become working-age adults.
While aspects of the current situation aren’t resolvable by employers, that doesn’t mean companies can’t effectively prepare for generational shortfalls. With proper workforce planning, it’s possible to reduce future difficulties, ensuring companies can achieve their workforce goals with greater ease. Here are some steps employers can use to move in the right direction.
Succession Planning for Higher-Level Positions
Succession planning is crucial for ongoing business continuity, ensuring there are no unnecessary disruptions related to experienced employees and leaders retiring or otherwise leaving organizations. Ideally, companies should identify key roles within the organization – including leaders and subject matter experts – particularly those that are at clear risk due to looming retirements or potential exits. Then, determine which positions could feed into those jobs and identify existing employees with appropriate foundations for those roles.
After that, it’s wise to set up programs designed to prepare the identified workers for those positions. Mentorships are a straightforward way to manage succession, though other types of knowledge transfers or training could also work well.
Upskilling and Reskilling Programs
Upskilling and reskilling programs are potent tools that can help organizations address skill gaps by training existing employees to handle the related responsibilities. Typically, formal training is the most effective option if the capabilities needed aren’t present within the workforce. However, if low saturation is an issue, cross-training, mentorships, or similar informal approaches are worth leveraging.
When identifying what skills to cover, consider both current and near-future needs. Any missing skill that’s actively inhibiting productivity or the ability to pursue a worthwhile upcoming project should typically be a priority, though looking to future needs can also be valuable if existing needs are generally met.
Talent Acquisition and Pipeline Building
During a sansdemic, talent acquisition is inherently challenging. However, companies can adjust their recruitment practices to build an effective, reliable pipeline, increasing their access to viable talent.
Creating an employer brand that’s enticing to candidates is a critical first step. Make sure to openly discuss how your company supports its workforce, as well as highlight intriguing aspects of the company’s culture.
Internships are another worthwhile strategy, as they can attract new or soon-to-be graduates looking for real-world experience. Launching an employee referral program is also worth doing, particularly since it tends to lead to strong matches.
Finally, partnering with a recruitment firm is a must during a sansdemic. Recruitment agencies typically maintain robust databases of active and passive talent. Plus, recruiters can offer guidance on candidate sourcing and can assist with candidate engagement, increasing access to top talent further.
Contact PrideStaff Bend Today
If you’re ready to see how a recruitment agency in Bend, OR can make navigating a sansdemic easier, PrideStaff Bend wants to hear from you. Contact us to learn more about our services today.