Prepare for the Impending
Labor Shortage
by Roberta Chinsky Matuson, Monster HR Careers
Expert
If you want to add some spice to the conversation
at a dinner party, mention the words "labor shortage."
Chances are someone at the table knows someone who has been laid
off, and on a daily basis, newspapers highlight organizations
going through major staff reductions. With so many people out
of work and companies struggling to hold their own, how can there
possibly be an impending labor shortage?
The Future Is Near
Early indications are that this will be a mild
recession and job growth will outpace population growth. This
predicted labor shortage is rooted in demographics. Over the next
few decades, we will have a growing class of retirees and a shrinking
workforce. HR professionals will face the challenge of staffing
their organizations while developing new approaches for organizing
and managing the workflow.
Facing Tomorrow's Challenge Today
As an HR professional, you may feel like you're
working both sides of the street. One week you're finalizing your
company's reduction-in-force plan, and the next week you are creating
a strategic plan to address future workforce needs.
Smart companies are being proactive. They know
the coming labor shortage could be worse than the one we faced
before the recession hit, so they are using this slowdown in the
economy to get their human resources in order.
Constant Communication
Maria Ferrante Wilson, senior staffing specialist
for Beckman Coulter Inc. of Miami, knows firsthand what it is
like to lay people off while continuing to staff other parts of
the company. She believes open communication between company and
staff is key to fulfilling this dual role. Her company told employees
why the restructuring was needed and the impact it would have
on specific jobs. It also followed up with outplacement services
to support those employees who lost their jobs. This approach
helped keep morale up during difficult times.
Effective channels for employee feedback keep
the lines of communication open, too. Employee surveys, weekly
employee meetings and open-door policies foster communication.
"In most situations, you won't find out what people are thinking
unless you ask," says Sheree Ruland, HR manager of employment
for TriPath Imaging Inc./TriPath Oncology of Burlington, North
Carolina. If your employees feel their opinions matter, they are
less likely to bolt for a better offer. Retention will become
even more important as talent gets harder to find.
Strategic Plan
It's hard to help move your company ahead if you
don't know your destination. Wilson suggests surveying managers
for input regarding what type of talent they will need going forward
and how much. Then, develop a staffing plan that includes strategies
for finding appropriate people for your organization.
Branding Your Company
Just as companies brand products for consumer
recognition, employers need to do the same with their employment
image. "Our company is building an employment branding strategy
aligned with our corporate marketing efforts. We want people to
know who we are and what we're doing. We want them to get used
to seeing us out there in business and technical publications,
various other print media, on the Internet, at biotech job fairs,
etc.," says Ruland.
Look in Your Own Backyard
"We have a new program to identify key skills,
knowledge areas and competencies of Liberty Mutual employees that
match our business needs," says Elizabeth Tyminski, director
of employment, for Boston-based Liberty Mutual. "This will
enable us to manage and develop [the] talent within our organization."
Plant Your Seedlings Today
Maintaining relationships with potential hiring
partners is critical, even if you aren't currently in a hiring
mode. "Work with local high schools to provide mentoring
and job-shadowing opportunities for students early on to ensure
they are enrolling in key educational programs to support your
business (e.g., computer programming, engineering, etc.),"
suggests Wilson.
College internships and co-op programs are also
an excellent way to nurture your future workforce. Liberty Mutual
offers people career opportunities, rather than jobs -- a big
selling point when trying to attract talent.
Tops in the Field
"HR, and particularly staffing/employment,
need to stay a few steps ahead of the crowd if they truly want
to be the top in their field," Ruland says.
